14 Jun DEI Initiatives Requires Culture Change Management
While many companies have established Diversity, Equity, and Inclusion (DEI) initiatives, a mere 53% of employees believe their employers are effectively meeting these goals. Merely setting up DEI programs does not automatically lead to a more diverse, equal, and inclusive team. To drive real and sustainable change, it is essential to achieve tangible and measurable results.
The Crucial Role of Culture: Sustainable DEI efforts require a deep understanding of the company culture. Ongoing dialogue and discussion sessions facilitated by employee resource groups (ERGs) play a key role in sustaining DEI progress. By allowing diverse groups to establish their own cultural communities while engaging with the larger community, diversity becomes an integral part of daily operations.
Linking DEI with Business Goals: Recognizing that DEI initiatives drive business outcomes, it is crucial to set relevant business objectives. Clearly define the desired outcomes of having engaged diverse employees. How will it impact sales, customer retention, or cost reduction? Establishing a baseline and setting specific goals will inform investment decisions beyond training and hiring targets.
Moving Beyond Superficial Metrics: While hiring from a diverse talent pool is important, it is equally vital to delve deeper into team composition. Apart from leadership positions, evaluate the composition of all teams. Measuring self-identification and fostering an environment where individuals can bring their authentic selves to work are critical steps towards fostering a sense of belonging and fairness.
Measuring Outcomes, Not Just Efforts: Companies must focus on measuring the actual outcomes achieved, rather than solely tracking incremental efforts towards goals. This might entail having challenging conversations about culture and being willing to confront uncomfortable truths. Aim for DEI strategies that bring about profound and lasting changes.
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