Steps for Creating a Diversity, Equity and Inclusion Strategy By SUSAN HANOLD
• The assessment helps to identify what may be adversely impacting results and helps to determine what priorities and strategic objectives we want to address. • The scorecard, which can be called an analysis and is designed to keep the focus on DEI year-round, can be used as a tool to hold teams accountable for change. We created a maturity model with a series of questions that are asked of the key stakeholders and the executive sponsor. ----Where are you on your journey?
Diversity. Equity. Inclusion. These efforts are critical for companies and make a difference in people’s lives, careers, and communities. In January’s issue of HR Professional Magazine, I shared Diversity would be a top talent discussion for companies.
It’s critical to identify where your organization is in its DEI journey. Companies must first begin by assessing their progress and gaining greater transparency into the current state of their workforce demographics.
----Why the focus?
By having access to accurate, meaningful data, you can understand where your company is today then set targets for diversity and inclusion.
Organizations that are committed to advancing diversity, equity and inclusion (DEI) perform better and are well-positioned to attract and retain employees. Employees are increasingly demanding greater action from employers in advancing DEI within the workforce and continue to pay close attention to culture and social responsibility. In response, businesses are turning to their human capital management partners to help them identify opportunities and establish a plan for progress and ongoing transparency. ----What has changed? Global racial and social injustice and the pandemic’s unequal impact has prompted companies to focus more intently on DEI and employer social responsibility. With this greater focus, more companies are asking how they can create a better worker experience. According to ADP data, employers increasingly sought data insights on the racial and cultural demographics of their workforce accounting for a 74% increase in searches. Employers increased searches for gender-based demographics by 42%. With greater data transparency comes accountability. DiversityInc has seen an uptick in the number of businesses seeking partners to close the gaps in their workforce. There has been a noted increase in requests for DEI consulting and training support. ----Where can companies start? Today’s global labor force continues to be faced with challenges around shifting demographics, competition to hire diverse candidates, skill shortages and employee turnover. As a global company, ADP and its associates embody an inclusive culture that extends beyond the traditional employee engagement approach. We believe the best ideas thrive in an inclusive environment that values diverse perspectives. To support our clients, we’ve developed programming and toolsets to help them address gaps in their workplaces and create an environment in which everyone can reach their full potential. Many companies have the best intentions for DEI but don’t know where to start. They can lack the right data, resources, and strategy.
----What measures are critical? The second step to a successful DEI program is developing an action plan with measurable objectives. Aside from having the right data, it’s also important that your DEI program aligns with your company’s mission and strategic goals. It is important to have executive support at the top level. Having resources and best practices can help gain buy-in with leaders and managers, and drive their behaviors. ----How do you track progress? The final components to a successful DEI program are executing on a plan and tracking its progress while optimizing and improving over time. Accessible communication benefits all audiences by making information clear, direct, and easy to understand. You can evaluate success by re-visiting workforce data and sending out surveys to your employees.
DEI strategies don’t just improve your business… they change lives. By assessing your progress and putting a tailored strategy in place, you can take tangible steps toward meaningful progress.
ADP® Strategic Advisory Services offers a combination of strategy and advisory services that helps organizations promote an inclusive culture, drive engagement and accelerate performance. • The diversity maturity model provides a snapshot of a client’s current DEI efforts, including identifying what programs, policies and practices are in place to support diversity initiatives. 20
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Dr. Susan Hanold, ADP
Vice-President Strategic Advisory Services
