Breaking Barriers: Advancing Corporate DEI Strategies for Lasting Change
If you're like me, you may be wondering why companies aren't making more progress on their diversity, equity, and inclusion (DEI) goals.
Despite the focus on DEI in the private sector–and society more broadly–something seems amiss. Even though companies have charged their human resources and talent acquisition teams to achieve ambitious goals, their efforts have fallen short of achieving the outcomes we desperately want to see. What we need is for companies to adopt approaches to DEI that are more effective and have a greater potential to lead to real change.
The current state of DEI isn't great... it's meh!
Corporations have always talked a big game about the need for DEI initiatives to ensure fairness and opportunity in the workplace. They talk about their commitments, and how they're living their purpose. Yet too often, their DEI efforts fail to actually address the underlying issues that cause inequities to begin with.
The unfortunate result: most strategies are ineffective at best and grossly flawed at worst. Real progress requires more than just symbolic gestures – it requires meaningful commitments from corporate leaders to tackle ingrained biases and dismantle systems that were historically designed to keep minorities at a disadvantage.
Corporate DEI strategies of old are not working
I'm of the opinion that some corporate DEI strategies don't work as intended because they fail to account for systemic racism, sexism, and the oppression of other minority groups. And, of course, there are many factors at play here. Some that immediately come to mind include the fact that homogeneous environments perpetuate homogeneous environments. The lack of diversity at a company in and of itself is a barrier to attracting diverse talent.
But–and here’s one I’ve been guilty of myself–we often lump people of color under the umbrella term BIPOC (Black, Indigenous, and People of Color). Originally created to call attention to the unique experiences and challenges of historically marginalized racial and ethnic groups, one can argue the term can be self-sabotaging because it’s too general. The term may actually erase the nuances and unique differences in experiences between different racial and ethnic groups.
And when we talk about hiring practices, there's still not enough targeted outreach to diverse communities. Even the requirements written in job descriptions sometimes aren't equitable - and not necessarily something that’s being done intentionally, it’s just not being considered appropriately.
What can be done? Well, those designing DEI programs must take a multi-pronged approach. For most companies, doing this right will take years–especially if we're talking about creating long-term talent pipelines through different institutions. So, we must remember this isn't a sprint, it's a marathon.
Actions to improve DEI outcomes
Improving outcomes for historically underrepresented and marginalized people starts with taking deliberate action. Here are some suggestions:
Conduct meaningful outreach to minority communities.
When hiring, be deliberate in reaching out to diverse communities. Create partnerships with Minority Serving Institutes (MSI), youth-based nonprofits, and other professional associations focused on minority groups. By engaging with these types of institutions, companies can tap into some of the best and brightest talent while ensuring they're not overlooking the historically underrepresented.
Approach diverse communities individually.
Let’s get out of the habit of lumping people of color under the umbrella term "BIPOC.” Instead approach each community individually and account for their unique social barriers. Taking a more nuanced and targeted approach that addresses the specific needs and concerns of different groups can lead to more effective and inclusive hiring practices.
Create equitable job posts.
We must think more about the true requirements and what qualifies as necessary experience. For example, if a job truly doesn't require a four-year degree, remove it from the job requirement to widen the candidate pool. Even the language used can impact who feels welcome to apply. Think about using language that's gender-neutral, unbiased, and culturally sensitive. Doing so creates a more welcoming and inclusive environment that encourages underrepresented groups to apply. And by golly, include the salary range!
Create diverse hiring boards.
When hiring diverse candidates, it’s important to have a wide range of perspectives and experiences brought to the decision-making process. A diverse hiring board during the interview process can be an effective way to help reduce unconscious bias.
Foster belonging through allyship.
Being an ally means using your privilege to support your colleagues that identify as members of a historically marginalized community. Those with greater privilege should use their influence to elevate the voices of their marginalized coworkers. Actively making a pledge to people of color as an ally can also be promoted widely for others to see, so that they understand the magnitude and importance of taking this step toward creating lasting change.
Create opportunities for mentorship and sponsorship.
Mentorship and sponsorship programs are helpful for minority workers at a company in advancing their careers. These types of programs provide access to guidance, support, and networks that may otherwise be inaccessible. As a result, underrepresented employees can gain valuable skills, knowledge, and connections that can help them navigate the workplace and overcome barriers to career advancement.
Move beyond training, and have conversations.
DEI training alone is not enough to address the root causes of inequality in the workplace. To more effectively create a safe environment for people to share their perspectives and experiences, incorporate conversations and listening sessions. This approach fosters empathy and understanding, which can lead to more meaningful and sustained efforts to create a more inclusive and equitable workplace culture.
Make data-informed decisions.
Collecting and measuring data is key to DEI programming. This information allows for a clearer understanding of the current state within a company and enables targeted interventions to address areas of concern.
Apply a change model to sustain progress.
Change management must be employed to sustain positive outcome improvements for DEI programming over the long term. A customized plan for creating lasting progress will help you more effectively drive awareness, understanding, action and behavior change.
Creating and implementing improved DEI strategies is an essential aspect of successful business operations. A workplace that truly embraces diversity will have a notable retention rate, as employees feel a sense of belonging. When employers create meaningful initiatives that reflect team members and the community, employee loyalty increases.
While I'm optimistic for the future, I know this work is hard to plan and operationalize. If we all commit to this journey, we can make progress.
Are you struggling with advancing your DEI goals? At Uplift, we specialize in creating tailored plans that help organizations achieve their specific aims. Let us know how we can help.
The Uplift Agency
Uplift builds strategies, programs, and communication campaigns that advance ESG in workplaces, supply chains and communities.
We know how to navigate the road ahead because we’ve already been down it – 90 percent of our team has led environmental or social programs in corporations or nonprofits. Because ESG is all we do, our services are more comprehensive and integrated than most firms.
