From investing in resources to learn about DEI to engaging in intentional recruitment efforts, here are eight answers to the question, "What are priorities that every DEI leader should focus on this year and why?"

●    Know Your True Authentic Focus
●    Prevent Diversity Fatigue in the Workplace
●    Decentralize Your Hiring Department
●    Address Pay Equity and Opportunity Gaps
●    Work Hard to Create a Culture of Belonging
●    Focus on Bystander Intervention
●    Prioritize Intersectionality
●    Ensure Equal Access and Advancement Across a Company
 

 

Know Your True Authentic Focus

Make sure the chosen DEI focus is authentic rather than catering to the market norms. These market norms appear disingenuous and invite companies to exercise half-hearted DEI objectives to appear favorable in the commercial space.

While some companies have made improvements in their presence and worth by investing in resources to learn about DEI and applying those principles, which yield an increase in sales, others have struggled because they've applied the diversity, equity, and inclusion initiative like lipstick on a pig.

The people who get cheated in such circumstances are the contributors in the organization who are trusting the management and leadership to integrate dignified DEI elements holistically that can yield sustainable results over time, not just in the present moment to appease disgruntled audiences. If the leaders care about the results, they need to know if they are playing to win in the long run, or else it's a waste of time and resources

Sasha Laghonh, Founder, Sasha Talks

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Prevent Diversity Fatigue in the Workplace

To promote a fair and inclusive workplace, DEI leaders must recognize the importance of addressing diversity fatigue. Diversity fatigue is a phenomenon that occurs when individuals become overwhelmed by the amount of effort it takes to take part in diversity-related initiatives. DEI leaders can create more effective and lasting change by proactively working toward preventing diversity fatigue. They can ensure employees have an avenue for feedback and dialogue, and provide regular check-ins and updates on DEI efforts to create more effective and lasting change. Establishing clear goals for DEIB initiatives helps ensure everyone involved has a sense of purpose and direction and provides motivational incentives. DEI leaders must support exhausted employees who feel overwhelmed or disconnected from work. Organizations can create an environment where everyone feels safe.

Vivian Acquah, Certified Diversity Executive, Amplify DEI

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 Decentralize Your Hiring Department

It isn't about placing one expert in HR or management; rather, it's a comprehensive shift that begins with the entire hiring department. Decentralization is the priority right now; recruiters should evaluate every worker with diversity and inclusion in mind. A top-down approach can only go so far. If your workforce is resistant to such policies, you'll be facing an uphill battle. Teaching inclusion is possible, but weeding out workers who don't want to learn is the first step toward truly creating a welcoming workplace for everyone.

Rob Reeves, CEO and President, Redfish Technology

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Address Pay Equity and Opportunity Gaps

I strongly believe we should start with the basics. Are you looking to create a more inclusive workplace? Then you must address pay equity and opportunity gaps. It's all about fair compensation, regardless of who you are, where you come from, or what you do. You must address pay equity and opportunity gaps in order to create a more inclusive workplace by conducting regular pay audits and analyzing pay data by gender, race, and other relevant factors. And, if you find any disparities, take action to correct them!

Piotrek Sosnowski, Chief People and Culture Officer, Natu.Care

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Work Hard to Create a Culture of Belonging

I think that this year we should see more organizations working towards creating more of a culture of belonging. This involves ensuring that all employees feel valued, and included, regardless of their background, identity, or experience. DEI leaders can implement strategies such as providing inclusive training and development programs, creating employee resource groups, conducting regular diversity and inclusion assessments, and fostering open communication channels to promote a sense of community and support. By working towards building a culture of belonging, DEI leaders can create a more fair and inclusive workplace that attracts and keeps a diverse talent pool and drives more positive business outcomes.

Julian Taylor, Employment Lawyer, Julian Taylor HR

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Focus on Bystander Intervention

Bystander intervention is an important part of creating a safe and inclusive workplace. It involves teaching employees how to recognize when someone is in distress and how they can take action to help those in need. This includes intervening when witnessing verbal, mental, or physical abuse, as well as harassment or other forms of discrimination. Learning this skill empowers employees to stand up for what is right and to create a culture of respect. Bystander intervention also encourages employees to take action if they come across any form of discrimination. An example of this might encourage a team member to speak up when they observe another employee making a sexist joke or using words that are not inclusive. This helps foster an environment where it is okay to challenge the status quo and can make employees feel more comfortable challenging oppressive systems or behavior.

Darren Shafae, Founder, Resume Blaze

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Prioritize Intersectionality

Companies must prioritize promoting intersectionality in their DEI initiatives this year and beyond. This involves recognizing and addressing the unique experiences and challenges faced by individuals with multiple identities, such as women of color, members of the LGBTQ+ community, and people with disabilities. One way to promote intersectionality is through education and training programs for employees and leaders. These programs can provide information and resources on topics such as unconscious bias, microaggressions, and cultural competence, and help build awareness and empathy for the experiences of people with diverse identities. By prioritizing intersectionality in their DEI initiatives, companies can create more effective and inclusive programs that meet the needs of all employees and foster a safe and fair workplace culture.

Tara Furiani, CEO and Host, Not the HR Lady

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Ensure Equal Access and Advancement Across a Company

Develop effective systems and structures to ensure equal access and advancement across a company. This includes creating transparent hiring, promotion, and development policies that are free from bias to promote diversity within the workplace. DEI leaders should engage in intentional recruitment efforts to attract diverse talent and create professional development plans to help all employees thrive in the workplace. By making these changes, DEI leaders will create a more inclusive environment for everyone in the company.

Scott Orn, Chief Operating Officer, Kruze Consulting

Author Bio

Brett Farmiloe is the Founder/CEO and currently the CHRO of Terkel.io. Connect Brett Farmiloe

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