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Steps to Succeed in the Diversity, Equity, and Inclusion Initiative

Steps to Succeed in the Diversity, Equity, and Inclusion Initiative.

The Diversity, Equity, and Inclusion (DE&I) Initiative has become essential to company culture. Having a DE&I Initiative in the workplace is believed to have numerous positive impacts on the company. With diversity, a company can broaden its horizons, and the DE&I initiative helps build a strong foundation based on equality among all employees. When implementing the DE&I initiative, it’s important to follow certain steps in order to achieve the best results. The four main phases are: collecting and analyzing data to determine the need for change, designing a strategy that aligns with business objectives, implementing the initiative, and evaluating and continuously auditing the plan.

Let’s dive into the details by breaking down the four main phases into nine specific steps.

Take Advantage of Employee Demographic Data

Understanding the demographic data of your employees can provide valuable insights into their cultures. By utilizing this information, you can make necessary adjustments to the work environment to ensure a safe and comfortable atmosphere for all employees. Examples of demographic data that can be useful include:

  • Language
  • Age
  • Family status
  • Generation
  • Life experiences
  • Religion
  • Sexual orientation
  • Ethnicity
  • Disability
  • Race

Identification of Problems that Occur

Once you have collected demographic data for all employees, the following step is to identify common issues that arise based on the data. You can group these issues based on their level of frequency, such as race representation and equity, age, and gender. To identify the problems, you can ask questions such as, “Do certain divisions only recruit a specific gender?” or “Are there any obstacles to promotion for those whose first language is not English?”

Evaluate Company Policies Related to DE&I

Companies must review regulations and policies regularly. These fundamental aspects should be addressed. To identify any potential issues, keep an eye on indicators such as company culture, unconscious biases, political preferences, and employee referrals from referral programs. Do not hesitate to take action if necessary.

Align Business Objectives

To effectively meet DE&I regulations and company goals, businesses should align the two. This approach can aid in achieving targets while ensuring employee comfort. Additionally, leveraging your diverse workforce can help expand your customer base. In this scenario, a number of employees have put forward promising ideas for improving products. The company’s objective is to sift through these opinions and bring together the employees who share the same goal, regardless of differences in age, gender, and other factors. The aim is to build a cohesive team united by a common purpose.

Offer a Platform that Can Provide Support

One possible solution for promoting diversity, equity, and inclusion (DE&I) within the company is to create a dedicated committee. This committee can serve as a bridge between the development of DE&I initiatives and the company as a whole. They can organize various activities like training programs and events related to DE&I. Furthermore, employees can be invited to participate and learn more about DE&I and its programs.

Implement Regularly

At this point, you should aim to gain momentum in implementing DE&. There are four key actions that you should focus on: taking initiative, being responsible, setting action items, and establishing timeframes.

Invite All Stakeholders to Get Involved

Have stakeholders on board to achieve maximum DE&I initiatives. The company is committed to educating and communicating about DE&I through all channels. This will facilitate easy adaptation to the changes and create a more inclusive and diverse workplace.

Monitor Progress and Outcomes

Once DE&I initiatives have been implemented, it is important to measure progress and outcomes. One way to determine success is by evaluating training retention rates. Additionally, conducting surveys among a diverse group of participants can help determine the impact of DE&I initiatives. It’s also important to keep all groups informed with the latest updates on outcomes.

Make a Final Evaluation and Adjustment

After completing the 8 stages, the final part is an evaluation related to the implementation of the DE&I Initiative. Are there any drawbacks or anything that needs to be avoided in its implementation.

For companies, adopting the DE&I Initiative culture is essential. However, implementing it doesn’t have to be overwhelming, especially with the assistance of an AI-based program. Shortlyst is here to help you gather a database of the best candidates, with over 650 million profiles available. You can also contact potential candidates without worrying about contacting them repeatedly. If you’re interested, give it a try!

Written by

Shortlyst Team

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