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With budget cuts, DEI efforts shouldn't go, but this is what you should focus on.

One-off DEI training. Keeping a dialogue open is important to keep people engaged on a topic. Studies show that one DEI training is not enough. You don't just train your employees once on an ever-evolving software; why would you do the same for social issues? Employee resource groups are great tools to create a safe space, but ERGs are not a replacement or backup for an actual DEI plan. Keeping the issues in a group makes it so that the issues discussed do not get integrated solutions throughout the organization. "The key is forging an explicit connection between a company’s ERGs and its organizational goals in five areas: workforce, workplace, marketplace, community, and suppliers. “Each of these five pillars is an area of focus where employee resource groups can offer contributions and also receive the benefits of efforts focused on the key themes." DEI Leaders are great, but if there is a lack of resources for leaders, efforts tend to fall flat, and leaders tend to leave. To truly move the needle on DEI within an organization, senior leaders must provide their DEI professionals with all the resources they need to be successful. When “65% of employers surveyed said diversity, equity and inclusion matter, but nearly just as many (63%) said their organization allocated little or no resources to DEI,” it is clear there is a disconnect. A lack of cohesive DEI strategies typically leads to messy results. In the first cited article, Key Performance Indicators (KPIs) are a great way to measure that what is being done is working. Metrics related to recruiting, maintaining, and promoting talented individuals from diverse backgrounds can be classified as KPIs. Also, looking into data that is based upon feedback, such as surveys, conversations, etc., regarding job fulfillment or work atmosphere is another KPI. Additionally, giving contributors a direct way to monitor their performance and progress in regard to the KPIs is beneficial.

The best way to do this in 2023:

  • Keep open dialogues with all employees, especially diverse hires.

  • Make Employee Resource Groups, check up on them, and integrated them into your organization. Don't just put them together and leave them to their own vices.

  • Allocate your resources wisely, but don't forget about the importance of diversity in these allocations

  • Measure your KPIs so that you know what you're doing is working.


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