UXL Blog

For the past few years, diversity, equity, and inclusion (DEI) has been a hot topic in the workplace. Companies have pledged billions of dollars to DEI initiatives (although they haven’t necessarily followed through with those pledges), have hired DEI directors and consultants, and have declared their support of DEI efforts. While these intentions are good, not all of this work has been effective or impactful. It’s easy to talk about doing something, and far more difficult to follow through in a meaningful way. When it comes to diversity, equity, and inclusion, it’s not enough to make surface level changes; this work requires collaboration, strategy, data, and the will to take meaningful actions. Here are 5 actions you, as a leader, can take:

1. Create a Diversity and Inclusion Council

Creating a diversity and inclusion council is a great way to involve a variety of employees at different levels of the company in the work of promoting diversity and inclusion. This council can help develop and implement diversity and inclusion initiatives throughout the company, and help ensure that different perspectives are represented. Remember: make an effort to invite a wide variety of people to serve on this council. It can be counterproductive for a fairly homogenous group to make decisions that will affect others with very different backgrounds and experiences.

2. Collect Data

If you don’t have data about diversity metrics, how will you know when and if your DEI initiatives are working? This data could be quantitative (stats about demographics, numbers related to hiring practices, promotion rates, etc.) or qualitative (responses to surveys, complaints or negative feedback, testimonials from either private meetings or forums, etc.). Collecting diversity metrics can be a powerful way to identify areas where the company is excelling and where improvements can be made. Once the data is collected, use it to inform strategies and initiatives aimed at promoting diversity and inclusion.

3. Embed DEI Principles into Performance Goals

Incorporating diversity, equity, and inclusion principles into performance goals can help ensure that these values are front and center in the work that employees do every day. When employees see that DEI work is valued and rewarded, they are more likely to take it seriously and make it a priority in their own work.

4. Review and Update Policies

Policies that are not inclusive can have a negative impact on diverse employees. Reviewing and updating policies to ensure they are inclusive is a crucial step in promoting diversity and inclusion in the workplace. This includes policies around hiring, promotion, performance evaluations, and workplace accommodations.

5. Foster a Culture of Inclusion

Creating a culture of inclusion requires effort from everyone in the company. Leaders can set the tone by modeling inclusive behavior and encouraging others to do the same. This includes listening to diverse perspectives, actively seeking feedback, and ensuring everyone feels valued and respected. It also means creating opportunities for employees from diverse backgrounds to participate in decision-making and leadership roles.

While it’s beneficial to conduct diversity and inclusion training, don’t stop there! And don’t make this a one-time endeavor. DEI work must be ongoing and embraced by people at all levels of the company, from the leadership to support staff.

Incorporating meaningful diversity and inclusion actions in the workplace is necessary for creating a more equitable and welcoming environment for all employees. It requires a strategic and collaborative effort from everyone in the company—all voices and contributions make a difference. While these five actions are a good starting point, they should not be the end goal. Companies must continue to prioritize diversity and inclusion and be open to ongoing adaptation and improvement. True progress requires ongoing effort and a willingness to adapt and improve.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

Tags: better DEI initiatives at work, DEI workplace changes, improve DEI in workplace, margaret smith career coach, Margaret Smith professional speaker, meaningful DEI workplace actions, meaningful diversity and inclusion practices