In the last couple of year’s, as events in Washington, D.C, and around the country have heightened interest in social justice, diversity, equity and inclusion (DEI) programs have been on the upswing. According to HR Dive, a magazine that covers news and trends shaping the human resources industry, the number of employers planning to offer diversity-related training jumped from 50% in 2021 compared to 35% the year before. Similarly, the Society for Human Resource Management reported that 62% of HR professionals they surveyed said their organization “plans to take action to combat racial inequities.”
A company’s DEI program represents its overall approach and commitment to diversity, equity and inclusion, and should be reflected in a company’s values, goals, training and practices. Creating a DEI program requires thoughtful reflection and intentionality. And it’s a good idea to build this program around the experiences of underrepresented groups by creating an environment where all employees are part of designing it.
For long-term success, companies or organizations will want to develop a comprehensive program that guides them through the steps of creating a diverse, inclusive, and equitable workplace for months and years to come.
If your company or organization is planning to create a DEI program, remember that you don’t have to have all of the answers before taking the first, positive steps.
Read the full article in Diversity MBA’s 2021 50 Out Front issue.