From intention to action: A 5-step approach to DE&I

DE&I as a strategic pillar

Diversity, Equity & Inclusion have long ceased to be optional HR topics; they are now strategic pillars that directly enhance business performance. Many organisations acknowledge the importance of DE&I—creating a workplace where everyone, regardless of background, has equal opportunity, feels valued and can contribute to their fullest.

Yet implementation often proves more challenging than anticipated. Obstacles can include a lack of executive backing, constrained budgets or the absence of measurable targets. We also see the impact of shifting regulatory and political landscapes, such as recent pressures in the US causing some firms to scale back their DE&I efforts.

In short, this is a moving target.

5-step DE&I roadmap

To make DE&I an integral part of your corporate strategy, a structured methodology is essential. Odgers Berndtson follows a five-step roadmap that has already helped numerous organisations translate their DE&I ambitions into demonstrable results:

Step 1: Embed diversity in your strategy

DE&I must be woven into the very fabric of your business strategy so it becomes a priority—not a series of ad hoc initiatives. Start by recognising that DE&I directly fuels performance, customer focus and innovation. A diversity of perspectives and talents also drives better decision-making. Practical tips:

• Include DE&I explicitly in your mission and vision statements.
• Link DE&I objectives to core business KPIs.
• Foster a culture where everyone sees diversity as a strategic asset.

That means not merely accepting differences, but actively embracing and leveraging them. Investors and stakeholders now demand transparency on DE&I efforts, with ESG reports increasingly featuring inclusion metrics. Companies that integrate DE&I into strategy lead the way.

Step 2: Leadership and accountability

Inclusion starts at the top and requires clear direction. C-suite and board members must not only endorse DE&I, but also adopt personal accountability as its ambassadors. Our recommendations:

• DE&I in the boardroom: make it a standing agenda item.
• Link inclusion goals to measurable performance indicators for leaders.
• Roll out training in inclusive leadership to help executives identify and overcome unconscious bias.

This elevates DE&I beyond an HR remit. Appointing a Chief Diversity Officer is a positive step, but real progress demands broader leadership engagement.

Step 3: Goals + plan = progress

Without concrete targets, DE&I risks remaining theoretical. To drive genuine change, organisations must set clear objectives and outline a detailed action plan. For example:

• Define SMART targets, such as: “Increase female representation in senior roles from 30% to 40% within three years.”
• Create an inclusion roadmap with milestones, review points and designated owners.
• Weave DE&I into HR processes—recruitment, promotion and talent development—by removing systemic barriers to progression.

Good intentions alone won’t move the needle. Successful companies translate them into precise goals and robust plans.

Step 4: Use data – measure to know

Making DE&I outcomes measurable and analysing them reveals which initiatives deliver impact and where course-correction is needed. A data-driven approach underpins your action plan, enabling you to track progress, pinpoint interventions and hold people to account. Tips include:

• Gather and analyse diversity data across hiring, promotion and employee engagement.
• Share results transparently with staff and stakeholders.
• Leverage modern analytics tools to detect unconscious bias and refine inclusion processes.

Richer DE&I insights boost policy effectiveness and make your efforts visible—crucial for ESG reporting and beyond.

Step 5: Engage and activate the entire organisation

Building an inclusive culture isn’t a directive from above; it’s a collective endeavour. Policy alone won’t suffice—behaviour and culture must shift too. Embed diversity awareness into every process so it becomes a hallmark of personal and organisational success. How?

• Run workshops and training sessions to heighten awareness of inclusive communication and collaboration.
• Encourage Employee Resource Groups (ERGs) to foster grassroots inclusion.
• Bring DE&I to life with storytelling and relatable examples.

By involving everyone in implementing DE&I initiatives, you achieve lasting change. Inclusion then transforms diversity into collaboration, innovation and sustained performance.

Embedding the 5-step approach in your organisation

Creating an inclusive, diverse organisation requires a cultural shift, leadership commitment, time and effort. From our practice, we know it begins with a conscious decision to act—at organisational, leadership and individual levels. Odgers Berndtson offers a range of services to help you kick-start, accelerate or reinvigorate this DE&I journey, including:

• Strategic Advisory: Crafting DE&I strategies, coaching C-level and boards.
• Training & Development: Workshops on inclusive recruitment, effective collaboration and inclusive leadership.
• Insights & Analytics: Data-driven evaluations of DE&I policies, identifying barriers, trends and needs.

Need advice?

At Odgers Berndtson, we’re convinced that DE&I is a cornerstone of future-proof business. Ready to create a truly inclusive workplace? Contact us for a strategic discussion on embedding DE&I and securing your organisation’s long-term success.