Research has shown that DEI initiatives can be helpful in improving a variety of employee and organizational outcomes, including access to new markets and innovation. But many recent DEI efforts have fallen short because their execution is outdated. To make these initiatives work better for everyone, start by rethinking your approach in three areas:
Metrics. DEI isn’t just about numbers. Tracking representation alone can limit flexibility and provoke resistance. Instead, define success through outcomes that align with your organization’s core values. Consider factors like psychological safety, inclusion, and community impact. Use a balanced scorecard that integrates DEI into strategic goals—not just financial results.
Training. One-size-fits-all DEI programs often backfire. Employees have different learning needs, identities, and roles, so design training that adapts to these variables. Micro-learning, real-time feedback, and role-specific content create psychological safety and increase engagement. The result? More effective learning and better long-term impact.
Communication. Ditch vague slogans in favor of clear, actionable language. Create a purpose-driven narrative that links DEI to performance, innovation, and accountability. Spell out what specific actions are expected and why they matter. When people understand the goals and results, they’re more likely to support them. |
