3 Ways To Create DE&I Programs That Actually Build Better Workplaces

To make real headway in achieving DEI, you need the right resources

In the United States alone, the term “diversity and inclusion” doubled in search volume, chief diversity officer positions grew 16%, and companies now spend $8 billion annually on DE&I initiatives. Suffice to say, diversity, equity, and inclusion (DE&I) initiatives are finally top-of-mind for organizations across industries. It’s about time.

While businesses may be embracing the concept of DE&I with open arms, there are still incredible shortcomings when it comes to strategy and implementation. To affect real organizational change, companies need to approach DE&I like they do product releases and pipeline investments — with dedication, attention to detail, and resource allocation. 
 

To design DE&I programs that actually create better workplaces — and move the needle of inclusivity for the wider business ecosystem — leaders need proper preparation, tools, and resources. As a 13-year veteran of the DE&I industry, with plenty of experience in program implementation and strategic execution, I’m able to guide with confidence.

A Commitment to DE&I Leads to Better Business Outcomes

DE&I programs are designed to ensure every employee can show up to work without fear of being their true self. These initiatives help employees feel safe and respected, and ensure equal access to opportunity — all leading to higher levels of retention, engagement, collaboration, innovation, and productivity.

Importantly, robust DE&I practices also increase your company’s appeal to customers. Iterable’s research found that when consumers know a company’s beliefs and values, they’re more receptive towards the brand, more trustful, and have a stronger belief in the brand’s purpose. Additionally, 75% of consumers said they’re more likely to purchase from a brand when they feel represented by people who look like them in advertisements.

So it’s no surprise that diverse and inclusive companies consistently outperform DE&I laggards and have better shareholder returns. Yet, as you already know, achieving sustainable change can be difficult — even relatively diverse companies face challenges in creating inclusive workplaces that provide fair opportunities and are free from bias or discrimination. 

Many corporate DE&I efforts fail because DE&I practitioners are under-equipped and under-resourced. Simply assigning an HR professional the task of DE&I without providing the necessary time, tools, resources, or authority to enact change won’t generate real results. Consider DE&I like any other business initiative: You’re only going to get out of it what you put in.

3 Steps to Improve Your Corporate DE&I Program

The topic of DE&I is always evolving, meaning DE&I programming and initiatives will evolve along with it. Ultimately though, we can refer back to the goal of workplace DE&I — creating an environment that celebrates and supports individuals of all backgrounds and identities — as our North Star. The following guidance is timeless and can be referred back to as you build out and continue to iterate on your DE&I program:  

1. Make a Blueprint Before You Build

One of the biggest mistakes companies make when it comes to DE&I is diving headfirst into tactical initiatives without an overarching DE&I strategy or blueprint. For example, an LGBT+ employee affinity group (AG) won’t succeed if there isn’t a framework in place to help guide AG leaders or if LGBT+ employees don’t feel safe being out in the workplace. 

Instead of jumping into DE&I initiatives blindly, consider partnering with a DE&I consultant to help build your foundation. The consultant will likely conduct a PESTEL analysis to gauge your organization’s needs, limitations, and capacity for change. From there, they work closely with your team to identify what steps need to be taken before tackling initiatives, like ensuring financial support and complete buy-in from leadership. 

The blueprint should also include short-term and long-term goals to guide strategic initiatives and hold your organization accountable. Just remember no two companies have the same DE&I journey — your blueprint, goals, and ensuing initiatives should be tailored to your organization's needs. 

2. Leverage Data and Analytics 

I think of DE&I as both an “art” and a “science,” meaning there are subjective and objective elements to it. DE&I is an “art” in that you’re dealing with human emotions and developing creative solutions to increase inclusion and equity; there could be many possible ways to solve one problem. DE&I is also a “science” in that you can quantify metrics around diversity and feelings of inclusion, analyze those findings, and track progress. 

Unfortunately, the technical, scientific aspect of DE&I is the most overlooked — and the most critical factor for ensuring success and accountability. Research shows companies that use metrics to establish baselines, measure progress, and make evidence-based tweaks along the way are able to make significant DE&I gains in a short period of time. 

Technology, like a human capital management (HCM) platform, makes it possible to collect, analyze, and benchmark data. Be sure to periodically survey employees on equity and inclusion, and conduct regular audits around systems, policies, and procedures. These types of metrics allow you to prioritize the most-needed inventions and continuously measure their effectiveness.

3. Invest in Relationship Building

DE&I isn’t just about policies and programs, it also involves changing hearts and minds. Practitioners must dedicate time to building relationships within the organization and with others in the wider DE&I profession.

Fostering relationships with colleagues at your organization will help find allies who will champion your DE&I work with other coworkers and lead initiatives like AGs. Consider setting up monthly or quarterly touch bases with senior leaders and AG leaders.

Just like in all things, when approaching DE&I work, I encourage you to practice self-awareness and self-care. DE&I work can be rewarding, and emotionally draining so it’s important to check in on yourself periodically and connect with others who understand. Speaking from personal experience, having a community of other DE&I practitioners is valuable and rewarding. Not only does it provide a forum for commiseration, but you can learn from other professionals who have encountered similar issues. I recommend joining professional affinity groups for DE&I practitioners and connecting with individuals you meet on platforms like LinkedIn.

The bottom line: A diverse workforce and leadership team — along with culture, policies, and programs that support people of different backgrounds — improves business outcomes. But to make real headway in achieving diversity, equity, and inclusion, you need the right resources. By being intentional about your DE&I program, adopting the necessary tools, and fostering connections, you can build a better and more welcoming workplace for all. 

Markita Jack currently serves as the Head of Diversity, Equity & Inclusion for Iterable Inc. headquartered in San Francisco CA. In her role, she is responsible for the creation and execution of the organization's global DEI strategy. Iterable is the growth marketing platform that enables brands to create, execute and optimize cross-channel campaigns with unparalleled data flexibility. Prior to joining Iterable, Markita was the SVP, Sr. Manager of Diversity, Equity & Inclusion at First Horizon National Corporation. Visit https://iterable.com/  Connect Markita Jack