Learn how to tell the DEI story to engage workforce and drive change in your organization.
Tell the DEI story of the organization to drive change, improve transparency internally and externally, and bring the entire workforce on the journey. Sharing DEI data and reporting on the progress of DEI initiatives is essential to create a well informed and engaged workforce. You create the added benefit of establishing credibility and respect through your transparency. However, you may need to report with different levels of transparency at different levels of the organization.
To communicate DEI data and strategy successfully, follow these tips:
The more you communicate about what is happening, why, and the impact, the more momentum you create. This will firmly solidify DEI as a strategic priority.
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:
Despite considerable effort to have objective recruitment, companies struggle with unconscious bias.
Employees want to feel they belong and fulfil their potential, even when they work remotely.
Diverse and multicultural workplaces open up new opportunities but also create new challenges.