Top diversity quick-wins ideas for new Diversity and Inclusion managers or leaders [2023 DEI Resources]

Welcome to the exhilarating, complex world of diversity and inclusion (D&I)—a landscape that’s as challenging as it is rewarding. If you’ve recently stepped into the role of a D&I Director, congratulations are in order. You’re at the helm of a ship navigating through uncharted yet crucial territory.

The need for actionable diversity initiatives is palpable, not just in Silicon Valley or London’s Square Mile, but across the globe—from Johannesburg to Tokyo.

The statistics are eye-opening: According to McKinsey’s “Diversity Wins” report, companies in the top quartile for ethnic diversity are 36% more likely to have above-average profitability than those in the bottom quartile. Meanwhile, the Harvard Business Review shows that firms with more diverse management have 19% higher revenue generated from innovation.

So, where do you start? The good news is that while the mountain may seem daunting, there are lower foothills—low-hanging fruit—that offer immediate impact and set the stage for your journey. In this piece, we’ll dive into some of these actionable steps, backed by real-world examples and data-supported insights.

The temptation to make grandiose announcements is significant. Your board might have already nudged you for a ‘big win,’ perhaps a high-profile hire or a sweeping policy change. These are essential, no doubt, but they often require time and meticulous planning. Meanwhile, your workforce—rich with untapped talent from diverse backgrounds—is looking for signs of immediate, genuine engagement.

In an eye-opening study from Deloitte University, they found that 68% of employees would consider leaving an organization if they perceived a lack of inclusion. The takeaway? Performative actions won’t suffice; your initiatives must deliver tangible benefits from the get-go.

When we explore the low-hanging fruit of D&I, we’re talking about moves that are not just easy to implement but also rich with symbolic and practical value. Let’s dive into these with our first idea: The Diversity Calendar Kit.

The Diversity Calendar

The diversity calendar—a cornerstone of office culture, usually populated by deadlines, quarterly reviews, and perhaps, a sprinkling of public holidays. But how often does it reflect the rich tapestry of cultures, religions, and histories that make up your team? Enter the Diversity Calendar Kit, a low-hanging fruit that offers juicy returns.

Diversity Cultural Calendar – What it is

A Diversity Calendar Kit is essentially an enriched, super-charged calendar. It includes not just your standard public holidays but also significant dates from cultures and religions around the globe. Think Diwali in India, Juneteenth in the United States, or the Lunar New Year celebrated across various Asian countries.

Why does a diversity calendar matter?

Such a calendar isn’t just a decoration; it’s a declaration. It silently but powerfully says, “We see you, and we value who you are.” And its impact isn’t theoretical. A study from the Journal of Occupational and Organizational Psychology shows that employees who feel their culture is acknowledged report higher levels of job satisfaction.

How to Implement a diversity event calendar?

Real-Life Example for diversity calendars

Consider Google—an organization that’s not just technologically ahead but also invested in D&I. They’ve implemented an internal diversity calendar that’s accessible to all employees, fostering an awareness that cascades down to product development, enhancing user experience globally.

The Diversity Assessment or Audit

Right after the Diversity Calendar Kit, let’s discuss another foundational yet eye-opening step: conducting a Diversity Assessment or Audit. As the old adage goes, “What gets measured gets managed.”

What is a Diversity Assessment?

A Diversity Assessment or diversity audit is an in-depth, data-driven evaluation of your organization’s current D&I status. It covers everything from workforce demographics to cultural attitudes, and sometimes even extends to supplier diversity.

Why is a diversity assessment or audit matter?

You wouldn’t embark on a weight loss journey without first stepping on a scale, would you? A Diversity Assessment provides a baseline—a tangible record of where the organization currently stands. This data is invaluable for tracking progress and identifying areas for improvement.

How to start a diversity audit or assessment?

This step involves some heavy lifting, but it’s worth it. You’ll need to collaborate with experts who specialize in D&I audits. Instruments like anonymous employee surveys, interviews, and focus groups can offer a treasure trove of insights. The data then needs to be analyzed, often with the help of machine learning algorithms to recognize patterns that might escape the human eye.

Real-Life Example

Salesforce, the cloud-based software company, conducted its first Equality Audit in 2020. The results were illuminating, leading to a $200 million investment in minority and women-owned businesses. This was more than a PR move; it was a strategic alignment that resonated with employees and customers alike.

Diversity Certification for the Workplace

So you’ve got your Diversity Calendar up and running, and your Assessment has provided a revealing snapshot of your organization. You’re off to a promising start. But what about external validation? That’s where Diversity Certification comes into play. It’s like earning a seal of approval, a badge that says, “We’re committed, and we have the paperwork to prove it.”

What it is

Diversity Certification is an accreditation from a recognized authority affirming that your organization meets specific D&I criteria. This could range from standards set by the Global Diversity & Inclusion Benchmarks (GDIB) to accreditations like EDGE (Economic Dividends for Gender Equality).

Why it matters

Imagine you’re a consumer choosing between two similar products, and one has a seal indicating ethical sourcing. Which would you go for? Exactly. A Diversity Certification offers that same pull—both for potential hires and clients. In a study published in the Academy of Management Journal, organizations that were diversity-certified had a competitive advantage in attracting top-tier talent.

How to get diversity workplace certified?

The certification process is generally rigorous and enlightening. It involves documenting your D&I initiatives, filling out comprehensive applications, and often, undergoing interviews and site visits from accrediting bodies. Once earned, this certification can form a cornerstone of your organization’s branding, both internally and externally.

Real-Life Example

IBM is a fantastic case study here. Their diversity and inclusion efforts are globally recognized, partly thanks to their multiple certifications. This hasn’t just won them awards; it has significantly influenced their ability to attract and retain a diverse, skilled workforce, which is a key driver behind their continued innovation.

Global Diversity Perspectives and Insights

By now, you’re armed with a calendar that recognizes diversity, data from your assessment, and maybe even a shiny new certificate. But how does this stack up against the rest of the world? Let’s zoom out and consider the global landscape.

United States

In the U.S., organizations often follow guidelines set by the Equal Employment Opportunity Commission (EEOC) and make strides toward Affirmative Action, especially in sectors like education and government contracting.

United Kingdom

Across the pond, the Stonewall Equality Index provides a robust framework for LGBTQ+ inclusion, and companies are often eager to climb its ranks. In 2019, for instance, law firm Pinsent Masons topped the list, showcasing its commitment through employee training and community outreach.

South Africa

Head down to South Africa, and you’ll encounter Broad-Based Black Economic Empowerment (B-BBEE) standards, aiming to redress the inequalities of apartheid. Companies earn points based on multiple dimensions, including ownership and management diversity.

Japan

Even in Japan, traditionally less focused on D&I, there’s a rising awareness and initiatives aimed at gender diversity, spurred by programs like “Womenomics,” designed to increase female participation in the workforce.

Technology and D&I

So far, you’ve focused on strategies that are both foundational and hands-on. But let’s not ignore the elephant—or should I say, the server—in the room: technology. Given your commitment to D&I, leaning into the digital age is not just smart; it’s imperative.

What it is

From AI-powered recruitment tools that minimize unconscious bias to machine learning algorithms that analyze employee feedback for inclusion indicators, technology in the realm of D&I is burgeoning.

Why it matters

Tech solutions enable scalability. Let’s face it, you can have the most robust D&I strategies, but if they can’t be scaled or adapted across your organization, their impact is dampened. According to a report by Accenture, 76% of executives agree that using technology to drive D&I is not only ethical but good for business.

How to Implement

Kick-off with a needs assessment to determine where technology could most benefit your D&I goals. Consider tools like Textio for gender-neutral job postings, or platforms like SurveyMonkey for anonymous employee sentiment analysis. The options are vast but should be chosen based on your specific needs and the data you’ve already collected.

Real-Life Example

Unilever, a consumer goods giant, used AI to screen entry-level hires, ensuring a more diverse pool. The result? A 16% increase in employee diversity within a year.

Conclusion

When you first stepped into your role as a D&I Director, the challenges ahead might have seemed overwhelming. But as you’ve seen, every journey starts with a single step—or in this case, a well-curated calendar, a data-driven assessment, an accredited certificate, and a tech-savvy approach.

Just consider the varying but equally impactful approaches around the globe. The EEOC in the U.S., the Stonewall Equality Index in the U.K., the B-BBEE standards in South Africa, and Japan’s Womenomics—all of these are guideposts on the roadmap to a more inclusive work environment.

As we wrap up, remember this: D&I is not a tick-box exercise, nor is it a sprint. It’s a marathon, requiring sustained commitment. But by picking the low-hanging fruits, you’re already gaining momentum. And soon enough, you’ll find that the once-daunting mountain of challenges isn’t so insurmountable after all.

Thank you for taking the time to embark on this journey with us today. May your role as a D&I director be filled with not just challenges, but the immense satisfaction of making meaningful change. Cheers to building a future that values the power of diversity and the strength of inclusion. After all, that’s not just good ethics; it’s good business.