The pressure on orgs and leaders to act on diversity, equity, inclusion, and belonging (DEIB) is showing no signs of easing up. According to a recent study, 82% of employees expect CEOs to do something to address systemic racism and racial injustice. Similarly, while 40% of employees would consider leaving their company if they don’t trust it to fulfill ​its​ DEI​ commitments,​ 56% would not recommend their company as a place to work.

What are organizations to do? 

A quick and often repeated answer to that question is to build a DEIB strategy. While it is indeed imperative for orgs in this day and age to have a DEIB strategy, it is only one part of the puzzle. Orgs need a whole DEIB system in place, one in which every organizational process, action, policy, and decision is looked at through a DEIB lens.

Our latest report, Diversity, Equity, Inclusion & Belonging: Designing for a Post-Pandemic World, provides a path to help orgs develop a holistic DEIB approach. Specifically, it helps DEIB leaders address 6 areas that are essential for forming a holistic DEIB approach:

1. Understand the “Why”. Why is​ the ​org ​focusing​ on ​DEIB?

2. Goals. What goals is the org trying to achieve and for whom?

3. Strategy. What is the strategy to achieve those goals?

4. Lever and activities. What levers is the org trying to pull to enable that strategy? What are the supporting activities that pull those levers?

5. Technology. How will technology be used to scale operational activities?

6. Data, analytics, and metrics. How will data, analytics, and metrics be used to create transparency and enable accountability?

We are constantly working to build upon our research and provide you with the best and most critical insights to help you in your DEIB journey. Check out our library to find out more about how you and your org can start creating DEIB strategies, using analytics for DEIB, and leveraging DEIB metrics.