Top 10 Tips for a Successful DE&I Journey

Embracing DE&I not only aligns the diverse needs and perspectives of an organisation's consumers, but also fosters an environment of inclusivity where the best talent is attracted and retained.

By prioritising DE&I, companies can dismantle systemic biases, drive innovation, and build a more inclusive and equitable workplace that reflects the broader society, discusses Sue Johnson, Managing Partner of the Diversity, Equity and Inclusion Consulting Practice at Odgers Berndtson. 

Many organisations want to adopt DE&I into their operations but are unsure how to start. Here are our top 10 tips when beginning your organisation’s DE&I journey:

1. Focus on the ‘why’, not the ‘what’ and ‘how’ - Understand why DE&I is important before rushing to create action plans. Find everyone’s personal motivation to act and connect.
2. Clear vision and mission – What are you looking to achieve? Short and simple is best.
3. Authentic role models at the top – You need to see it to believe it. Leaders are required to be experts on multiple topics, and so rightly rely on briefings and research from others to inform them. Facts tell, however stories sell, which ensure leaders provide personal connections to why DE&I matters to them and determine the keystone inclusive behaviours expected.
4. Goals and targets – What does success look like, based on data? We appreciate not everyone wants targets, however it’s important to know where you are starting from, where you want to go and how people will be held accountable. Consider targets as a short-term measure to start conversations and action.
5. Celebrate the short-term wins – The journey consists of multiple sprints rather than a marathon. Recognise the teams, employees and departments that are early adopters. 
6. Upskill for success – Build DE&I knowledge and skills into all training and employee development programs. For example, consider “quiet storm” sessions over traditional brainstorming meetings to ensure both introverts and extroverts have an equal opportunity to contribute.
7. Allow a realistic timeframe for cultural change - New processes and ways of thinking can take time to implement across your organisation.
8. An omni-channel communication plan – To inform people again and again. Everyone is busy, keep reminding them why this is important, what is expected and how the company is changing.
9. Resource and budget allocation – This is not a “side of the desk” initiative. Consider when launching a new product/service, would you ask passionate volunteers to run the campaign in addition to their day job? Demonstrate you treat DE&I as a business imperative with a reasonable resource and budget allocation.
10. Embed DE&I into your business – Consistently practice diversity, equity, and inclusion with your staff, customers, stakeholders, suppliers, and partners.

By adopting DE&I into every facet of your business, a workplace culture that values and celebrates diversity can be created, while also enhancing innovation and competitiveness. Odgers Berndtson provides tailored and proven solutions to help you start, accelerate, or refresh your DE&I journey. 

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