How to Make an Impact with Your DEI Program

Picture this. You were ecstatic to accept an offer from a company with everything on your wishlist. They offer a short commute and great compensation. During the interview process, they highlighted their up-and-coming DEI program, which is a huge draw for you as a Millennial. With all the racial and social justice issues in the news for the past few years, you want to work for a company that addresses these challenges head-on. You want to be part of the solution. 

Unfortunately, it’s been 2 months since your start date, and no one has mentioned diversity, equity, or inclusion in any way, shape, or form since onboarding. There had been a small amendment under the company’s mission statement but that was it. Now you’re wondering, “Where are the employee training workshops or resource groups that I was told about just a few months ago? Where are the email signatures with pronouns or the diversity days on the calendar?” 

This is one of the core reasons you chose this company. Was it all for nothing? 

Both employees and consumers can fall victim to performative activism. Sometimes companies feel that just creating a DEI program is enough, and they don’t build upon that foundation to impact change. Here are just a few ideas that can direct leaders in their use of DEI programs for innovation, growth, and positive change. 

• Instill accountability in employees

Everyone needs to be held accountable during the DEI process. Otherwise, it’s easy to end up in the above scenario — promises with no follow-through. To see change occur, consider how you can make your employees aware of the challenges and then move them to action. 

• Leverage diverse perspectives and talents

During recruitment, employers work hard to bring in a vast array of employees. They want people from different backgrounds and various social identifiers. Once hired, however, most employers fail to leverage these diverse perspectives and talents.

If you’re a leader at an organization, you should be asking yourself, “How can I effectively utilize these talents that we brought to the table? How can I encourage authentic communication and genuine mentorship, so diversity and inclusion result from the collaboration?”

This approach not only helps you produce your desired result but also allows your employees to feel seen, heard, and valued. 

• Inform your employees and customers of your progress

Successful DEI programs rely on transparency. DEI has turned into yet another competitive metric for companies. Many have included a diversity and inclusion calendar 2023 as a reminder to all.  For this reason, organizations are not always inclined to release true data (or any data at all). However, publicly releasing data about diversity, equity, and inclusion can help businesses understand where they’re starting and how much progress they’re realistically making on plans, data, representation, and progress.

Final Thoughts

The goal of an organization’s DEI program shouldn’t be to “look competitive” or “check a box.” It should be to combine diverse perspectives, make more people feel heard, and support customers. If your focus is this, you’ll see more success and a true impact.