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Merging Strategy and DEI: A New Frontier for Change
“The complexity of DEI demands strategies that are not just innovative but deeply integrated — where data, empathy, and adaptability converge.” — Effenus Henderson
In the ever-evolving landscape of Diversity, Equity, and Inclusion (DEI), many organizations struggle to move beyond well-meaning intentions to meaningful, sustainable change. This is not a failure of effort but often a shortfall in strategy. As Robert Filek aptly stated, “Strategy without process is just a wish list.” Inspired by the insights shared by a fellow consultant on LinkedIn, I’ve examined how established frameworks, often used by top consulting firms like McKinsey, Bain, and BCG, can transform confusion into clarity in DEI efforts.
By applying these data-backed tools to the nuanced field of DEI, we can elevate our approach to tackle complex issues with precision and impact.
Step 1: Define What Makes You Unique
Framework: Porter’s Value Chain
To begin any transformative DEI initiative, organizations must identify what sets them apart in this space. Just as businesses analyze their strengths and differentiators, DEI efforts should focus on unique internal assets. For example, your organization may excel in fostering inclusive leadership or supporting Employee Resource Groups (ERGs)…
