Diversity, equity, and inclusion (DE&I) programs aren’t about meeting quotas. They’re about fostering a culture where every employee feels seen, heard and valued. When employees feel like they belong, it leads to improved collaboration, innovation and, ultimately, better business results. Enhancing DE&I efforts can significantly increase retention and strengthen your organization. Here are six ways to strengthen your DE&I program.

Develop an Authentic Commitment to DE&I

The foundation of any successful DE&I program is a genuine commitment from the entire organization, starting from the C-suite. DE&I must be an executive strategic initiative to ensure it’s taken seriously across all levels of the organization. In addition, representation in leadership roles is crucial. It signals to employees that everyone has opportunities and that the company’s DE&I efforts are sincere.

Once you have buy-in from executives, DE&I should be ingrained in the workplace culture and reflected in all aspects of the organization, from employee relations to learning and development programs. For example, unconscious biases can significantly impact decision-making and workplace culture. At CHG Healthcare, new hires undergo unconscious bias training during onboarding, and leaders receive inclusive leadership training to ensure a DE&I lens is applied to all initiatives.

Set Your DE&I Team Up for Success

Since many DE&I initiatives are project based, it’s vital to have a robust DE&I team with more than one individual, including a project manager. A successful DE&I team often operates best within a culture- or people-centered division but can also be effective when integrated with corporate social responsibility efforts.

Once your DE&I team is established, they must collaborate with various departments to embed a DE&I perspective in all aspects of the organization. This collaborative approach ensures that DE&I initiatives are comprehensive and impactful.

Use Data to Identify DE&I Gaps and Opportunities

Data is a powerful tool for identifying and addressing an organization’s DE&I gaps. By analyzing demographic data related to gender, race and ethnicity and comparing it to industry standards and community demographics, organizations can pinpoint areas of opportunity. This data-driven approach allows leaders to understand where DE&I efforts are needed most and implement targeted strategies for improvement.

For instance, examining talent pipelines and promotion propensities can reveal disparities in advancement opportunities among different demographic groups. Employee surveys measuring inclusion, broken down demographically, can also provide insights into how different groups perceive their sense of belonging. Sharing this data with various divisions helps them understand and address their DE&I challenges.

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