Three initiatives that build a holistic DEI strategy
Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) are ongoing practices. There isn’t one solution. All the solutions have to do with implementing ongoing practices, human connection, and building meaningful and trusting relationships–these fuel holistic, sustainable DEIAB work.
Here are 3 of my go-to practices, tools, and initiatives an organization can implement that will help improve the DEIAB health of the organization and provide ongoing checks and balances and opportunities for meaningful relationship building.
Employee Resource Groups (for organizations that are at least 75+ people)
Well-resourced employee resource groups are an excellent way to support employees’ well-being, provide space for communicating their needs, and, in meeting those needs, support the growth and development of the organization overall. Well-resourced ERGs have stipends for leaders, access to a budget, and clear, regular communication channels with leaders or C-suite folks.
Need support getting ERGs started? I created a step-by-step toolkit for Transformative Employee Resource groups.Internal audit (all orgs)
Every 3 ish years (depending on how many big shifts and changes have happened in your organization) do an internal audit. I recommend hiring a consultant to come in and take a look at your internal systems, interview staff/employees at all levels, share their findings, with work with the organization to identify the next steps. Read more about Internal Audit Part 1and part 2 that I shared in past blog posts
As you’re planning, make sure to include a budget for support in changing and updating systems after this audit has taken place. When we learn information (especially based on employee experience), an organization can do more harm than good if it conducts an audit but doesn’t make changes based on the data and recommendations. If an organization is going to do an internal audit, it must have the capacity and money to support real changes based on the findings of this audit. That builds meaningful trust with employees/staff
Connecting change-makers inside the organization to real resources and power (all orgs)
A holistic, sustainable DEIAB approach means that the relationships are important and that staff/employees are given space to learn together and bring options to the table (and are compensated for the knowledge and time). Not every organization is large enough to host ERGs, though.
As a consultant who specializes in working with small organizations, businesses, and nonprofits, I work with groups to find other ways for staff/employees to be supported. That might look like a DEIAB working group or committee work that takes on the projects from the internal audit, helping shift those things from ideas to reality. Even with smaller organizations, you need to have a budget for these projects to compensate staff for the work they do and access to key decision-makers who will help shift recommendations into company policy.
No matter where your organization is in its DEIAB journey, you can take action toward building a more holistic, sustainable, and aligned plan.
Please don’t hesitate to reach out with any questions. I am happy to learn more about the work you’re doing and find out if there are ways I can support it.
