Make a sustainable financial commitment to DEI
Volunteer Employee Resource Groups or unpaid DEI coordinators often create burnout for employees already working full-time. Instead, make DEI priorities a formal part of your organization’s strategic roadmap and planning, and compensate great people for their work.
To enact meaningful change orgs need to focus on the upward mobility of diverse employees within every level of the organization
Focus on retention and upward mobility by:
- Ensuring that your onboarding experience includes opportunities to connect new hires with mentors and sponsors, and create intentional ways for diverse employees to grow these relationships over time.
- Enrolling your employees in mandatory unconscious bias training, so that managers and others cultivate awareness of their blind spots and take responsibility for creating an equitable culture.
There is no substitute for building a more diverse leadership team
Commit to interviewing diverse candidates when filling executive positions, and create a transparent promotional path forward for employees. Our research shows that organizations with diverse leadership teams are significantly more likely to prioritize DEI initiatives, and build a more inclusive and equitable culture at work.