Report and Communicate about DEI

Leaders may worry that reporting on the state of DEI may yield evidence of discrimination and exclusion that can fuel backlash or even lawsuits against them. However, customers and investors increasingly want socially responsible, inclusive, and sustainable organizations that positively impact people and the world. They want the proof and are demanding transparency into organizations’ DEI efforts, therefore reporting DEI data and strategy have become a business imperative.

Bonus: Many courts look favorably on data that is collected proactively to promote inclusion.

While it is hard to acknowledge organizational weaknesses, employees experience them and already know they exist. Treat DEI as an inherent element of business reporting, not a nice add-on to building company’s public image. Success is achieved when there’s engagement with DEI at every level of the organization. Communicate with your leadership team first. Present the action plan and be sure the entire senior leadership team is on board. Their employees will ask them what they think about the plan and it is important that they have had time to question and buy into the strategy.

Assess your organization with these questions:

• What have we learned about the challenges that exist?
• What actions are we taking and what do we expect to happen as a result?
• What is expected of each employee? How can everyone become involved? Who is accountable?
• Are there positive examples we can highlight to show “what good looks like” and encourage change?