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How is your organization doing when it comes to setting realistic targets, identifying gaps, and prioritizing data-driven decisions that will ensure your Diversity, Equity, and Inclusion (DEI) strategies are on track?
Here are 5 things human resources professionals can do today to focus your efforts and start advancing the DEI strategy at your company.
Talk to your employees
Data, data, data
Find your champion(s)
Ask for help
Set realistic targets
What helps employees feel like they do or don’t belong? Do they feel like there is an active DEI dialogue in the organization? Engaging your employees by conducting focus groups and pulse surveys is not only a great employee-relations move, but the results will help you ground your DEI strategy in evidence. Why risk making changes that are not meaningful to your employees?
81% of US employers say they are committed to improving Diversity, Equity, and Inclusion, only 40% set formal, quantitative goals or targets for DEI outcomes
According to Mercer’s recent “Let’s Get Real About Equality” research, less than 60% of organizations track rates of hiring, promotion, and exit by ethnicity, gender, and career level. Your HRIS data is a treasure trove of information regarding diversity, inclusion, and equity. In examining trends and patterns within your organization’s recruitment, retention, promotion, development, and pay practices, you will be able to see how equitable your current talent strategy really is, and you will be able to clearly prioritize where and how to make
As with all great change initiatives in an organization, success depends on support from your leaders. Engage your leadership team – find out about DEI-related challenges and goals as they see them and collectively envision the future state for your organization. Through this activity, you will likely see champions emerge. Encourage their voices and support as your company moves forward in its DEI journey.
Improving the DEI strategy is a priority for many leaders and employees. Let’s be honest though, many of us don’t know what to say, where to start, or how to approach the initiative in order to obtain far-reaching impact. It’s ok to engage an expert. Human resources consulting firms, such as Mercer, will be able to provide you with direction, benchmarks, and guidance, which not only will enhance your outcomes but will increase your efficiency. Think of it as a way to take your DEI strategy from good to great.
Many organizations start out by setting DEI targets, based on what they’ve read or seen other companies do. Instead, make your DEI journey about you – your employees’ perspectives, your HRIS trends, and your leaders all working together to make your DEI strategy come to life. Once you’ve developed a thorough understanding of the current state, how your employees feel, and what your leadership team can accomplish, you can prioritize what changes need to be made. Here are some things to keep in mind
Looking for more information to inform your DEI strategy? Talk to us to find out all the different ways we can help – from digital focus groups to engagement survey resources to data benchmarks and everything in between. Please contact us at 866-605-1031 or email@example.com.