In recent months, the conversations around Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace have intensified. As we look to the future, HR professionals must remain focused on the ultimate goal: to establish long-term inclusive practices that make a difference by helping individuals, teams, and organizations thrive together.  True DEI in the workplace takes time and effort.

How do we cut through the noise? By refocusing on the “why” behind DEIB initiatives and embracing a concept I call “inclusive design.”

What is Inclusive Design?

Inclusive design integrates DEIB efforts seamlessly into everyday practices, making DEIB an underlying principle rather than a siloed pillar.

Some examples of daily operations that can incorporate inclusive design include:

• Meetings: Ensuring all voices are heard and respected.
• Training Sessions: Integrating DEIB principles into both formal DEI training and other programs where inclusive practices are highlighted, even if they aren’t specifically labeled as DEI-focused.
• Professional Development: Offering equal opportunities for growth and advancement.
• HR Practices: Embedding DEIB into hiring, onboarding, performance review, and engagement processes.

Building a Foundation for Inclusive Design:

Before we jump into specific HR practices, I want to acknowledge that this can be a daunting task.

That is why it’s crucial to build a solid foundation for inclusive design to thrive that includes:

• Leadership buy-in: Ensure leadership understands your “why” and is ready to champion it.
• Listening: Take advantage of people surveys, listening sessions, and one-on-one conversations to gather insights.
• Collecting people data: Analyze quantitative and qualitative data on representation, retention, hiring, promotions, and succession planning to understand the current state of DEIB in your organization.
• Align efforts across departments: Understand organization-wide challenges and align DEIB efforts accordingly.

By using this foundation, you will better understand your starting point and be able to develop a tailored plan unique to your organization’s needs.

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