Why DEI(BA) Assessments Are Vital To Your Organization

5 ways DEIBA assessments contribute to an organization’s long term success

As discussions continue to unfold around diversity, equity, inclusion (DEI) initiatives in the workplace, efforts will never be sustainable without merging in belonging and accessibility. I started using the term DEIBA™ (pronounced “dee-buh”) more than two years ago when I recognized that DEI wasn’t enough.
 

Many organizations implement DEIBA initiatives and expect them to succeed in an immediate and obvious way, but that is not always the case. Even when DEIBA programs are well-funded and well-designed, some still do not have long-term success as they are initially conceived. It can be a frustrating, and futile process, if not properly supported by leadership, financed, and led by experts in and outside of the organization.

Why DEIBA Initiatives Often Fail or Are Lacklustre? They Lack Consistency

You may have already implemented DEIBA organizational initiatives within your company, such as education and leadership sessions or culture-focused Employee Resource Groups to support employees. There is an influx of the status quo unconscious bias or microaggression training which meets the barest of minimums in the workplace.

But how do you keep the momentum going? This is where DEIBA assessments remain a crucial piece of the puzzle. They track the successes and challenges of initiatives, set measurable goals for your organization as health checks, and highlight areas of opportunity that might otherwise go unnoticed. These assessments collect data about the progress of your initiatives and show you how to fine-tune them to scale and grow.

5 ways in which DEIBA assessments contribute to an organization’s long term success

1. They Keep Leadership Accountable

Assessments monitor the progress of programs, encouraging company leaders to continuously improve by highlighting successes and identifying focus areas for growth. A policy of transparency regarding DEIBA statistics keeps all levels of an organization’s leadership invested and accountable. Regular DEIBA assessments signal to your employees that the organization actively prioritizes diversity, equity, and inclusion in meaningful ways.

To understand the culture of a workplace, it’s important to assess from as many perspectives and angles as possible, gathering more data and refining your DEIBA strategy. A multidimensional approach is the best way to gain insight and give your employees the opportunity to be seen, heard, and respected. Conducting one-on-one interviews, surveys, small discussion and focus group sessions, as well as reviewing internal DEIBA communications and policies are a few methods to maintain open lines of communication and continually reinforce an organization’s commitment to DEIBA values.

2. They Discover Gaps & Missed Opportunities

DEIBA organizational assessments provide opportunities to hire talent and identify new audiences for increased business. In PwC’s 2020 global survey of over 3000 businesses, “more than half the organizations surveyed (59%) leverage their D&I programme to attract talent or comply with legal requirements, a much smaller group (20%) are leveraging D&I to achieve business results, such as innovation or improved financial performance.”

Most DEIBA programs aren’t reaching their full potential; instead, a continued focus on meeting minimum requirements isn’t benefiting their business or creating lasting change. DEIBA assessments allow leaders and managers to create and refine strategy, find gaps in current practices and procedures, paving the way for financial growth and innovation.

3. They Identify Potential Risk Factors Before They Become a Problem

Regular assessments are like annual check-ups at your doctor. Even if you feel perfectly healthy, there is tremendous value in monitoring the state of your health over time to recognize and treat risks before they become a larger problem.

By finding and addressing issues early on, it can avoid large-scale, resource-intensive overhauls as problems become further entrenched. More importantly, proactively addressing oversights will facilitate a respectful culture and positive work environment that your employees will thank you for.

4. They Help Avoid Tokenism and Unconscious Bias

DEIBA assessments can realign an organization’s actions with their original mission and work to reduce unconscious bias in employees. According to a 2020 Diversity and Inclusion survey by Clutch, “Employees see racism and discrimination as an issue at workplaces in the U.S. – but not at their workplaces: 76% of U.S. workers think racism and discrimination is a problem at U.S. workplaces, yet only 44% think it’s an issue at their workplace.” Racism and unconscious bias is an issue in workplaces that remains inadequately addressed. The assessment process reviews institutional policies and examines reasons why qualitative and quantitative data may not be aligned, and works towards understanding and correcting gaps. DEIBA is more than just checking off boxes or avoiding legal repercussions. It’s about building a better world that welcomes and values people for who they are.

5. They Empower Commitment

True commitment to DEIBA is an ongoing process that will need frequent attention and care to mature and reach its fullest potential. The reality is that no DEIBA solution is one size fits all, or even a one moment fits all. You’ll have to pivot, re-evaluate, and adjust, but your organization will be better for it. Being open to change, increasing your awareness and learning is the only place to start.

Jes Osrow's goal is to create fundamental change in people operations. As Co-Founder and COO of The Rise Journey, she operationalizes DEIBA (diversity, equity, inclusion, belonging, and accessibility) strategies as part of building foundational and sustainable organizational culture. She works to empower workplaces for all employees. As a no BS kind of person, Jes is focused on hands-on engagement, real-world experiences, and communicating successes and struggles in personal and professional realms. Her talks and workshops are engaging, transparent, and relatable, with action-oriented takeaways. Jes has an extensive background working with startups, specifically in international tech and mental health. Her focus areas include: Career development, invisible disability advocacy, imposter syndrome, diversity recruitment and engagement strategies, employee resource groups, and women in tech. Visit www.therisejourney.com  Connect Jes Osrow Follow @TheRiseJourney