Diversity, Equity, and Inclusion Strategy
The Diversity, Equity, and Inclusion (DEI) path requires ongoing, intentional commitment to action in order to translate into meaningful progress within the organization. This is essential for creating a culture where employees feel informed, included, respected, and valued.
The DEI consulting engagement focuses on:
Initial Meeting with the Executive Team
The purpose of this meeting is to gain the buy-in of the executive committee. The presentation includes:
Statistics of the competitive advantage and the value of DEI for business.
Share how other companies are successfully implementing DEI initiatives.
Discuss the proposed D&I plan.
DEI Survey
Conduct a DEI survey with the overall team to seek input about their view of DEI within the orgranization and areas for improvement. This is essential for:
Understanding the team’s perspective.
Identifying initiatives based on the team’s recommendations.
Highlighting any resistance that we need to be aware of.
Focus Group Discussions
Facilitate focus group discussion to gain information from the team about their view of DEI and areas for improvement.
Virtual one-hour discussions.
Small groups of employees from across the organization.
Summary of Survey Results and Focus Group Input
Present the information to the executive team.
Provide recommendations.
Discuss next steps.
DEI Employee Training
Deliver training sessions of 60-90min each.
In order to maximize the engagement, the topics include:
Explaining the meaning of Diversity & Inclusion and how they are different.
Showcasing the advantages of DEI.
Understanding implicit / unconscious bias.
Discussing stereotypes, micro-aggressions, and diversity blindness.
Sharing tips for increasing diversity within the team .
D&I Strategy
The purpose of creating a DEI strategy is to define the short-term and long-term goals, priorities, and initiatives for the organization. This process provides direction on how to achieve these objectives. This includes:
Creating a DEI internal and external statement.
Continuous DEI educational programs for the team.
DEI Communication plan:
Communicate the D&I mission / vision and strategy internally and externally.
Onboarding process.
Digital brand: D&I information on Blue Williams’ website and social media.
Designing a talent pipeline focused on increasing diversity in the hiring, promotion, and succession planning process.
Partnerships with universities to increase the number of qualified candidates with diverse backgrounds.
List the initiatives that the firm decides to focus on (based on the survey and the focus group results)
Define metrics and tracking process