PIVOT POINT: PUTTING DEI BACKBONE INTO YOUR CORPORATE SPINE
In today’s disruptive and transformative times, diversity, equity, and inclusion (DEI) initiatives are more important than ever. These efforts are critical for organizations that seek to innovate and gain a competitive advantage in America’s 21st century workforce. However, for DEI initiatives to be effective, they must be carefully and intentionally developed, deliberately implemented, and impactfully considered.
This article explores the importance of having a well-structured and effective DEI initiative and introduces the concept of “SPINE” as a framework for evaluating such initiatives.
SPINE: Evaluating DEI Initiatives
Effective DEI initiatives must have “SPINE” — a backbone that provides structure, support, and resilience. SPINE stands for Strategy, Practice, Ideation, Need, Effectuation, and Solutions. Let’s take a closer look at each of these elements with some examples:
Strategy: An effective DEI initiative requires a clear strategy that aligns with the organization’s overall objectives. Strategy is a set of coordinated activities designed to achieve a specific goal or objective.
For example, a healthcare company might develop a DEI initiative that aims to reduce health disparities among underserved communities. The initiative would be owned by the organizational leaders and would involve coordinated activities that support this goal.
There are several ways that a DEI initiative can help to reduce health disparities. For example, a healthcare company’s DEI initiative might:
· Increase the diversity of its workforce: By hiring a more diverse range of employees, a healthcare company can better reflect the communities it serves. This can lead to better communication, increased trust, and improved health outcomes for underserved populations.
· Improve cultural competence: A DEI initiative can include training programs to help healthcare professionals understand the cultural values and beliefs of different patient populations. This can help to reduce misunderstandings and improve the quality of care.
· Increase access to care: A DEI initiative can include outreach programs to increase awareness of available healthcare services among underserved populations. This can help to reduce barriers to care and increase access to preventive services and screenings.
· Address social determinants of health: A DEI initiative can also address social determinants of health, such as poverty and discrimination, which can contribute to health disparities. By working to address these underlying issues, healthcare companies can improve the health and well-being of underserved populations.
Practice: To ensure that the DEI initiative is effective, professionals with deep subject matter expertise and experience in DEI technology must lead it. Practice refers to the practical application of knowledge or skills.
For example, a financial services company might bring in DEI consultants with experience in the industry to design and implement training sessions that are tailored to the organization’s needs and cultural fit.
Bringing in a DEI consultant with deep subject matter expertise and experience in DEI technology can help financial services firms to improve the practice of DEI in several ways:
· Provide a fresh perspective: A DEI consultant can provide a new perspective on the organization’s DEI efforts. They can help to identify areas of improvement and provide insights on best practices in the industry.
· Assess the organization’s current state: A DEI consultant can conduct an assessment of the organization’s current state of DEI, including policies, procedures, and practices. This can help to identify gaps and opportunities for improvement.
· Develop tailored training programs: Based on the assessment, a DEI consultant can develop tailored training programs that are specifically designed to address the organization’s needs and cultural fit. This can help to ensure that the training is effective and impactful.
· Help to establish DEI metrics: A DEI consultant can help financial services firms to establish metrics to measure the effectiveness of their DEI initiatives. This can help to ensure that the organization is making progress towards its goals and objectives.
· Ensure compliance with regulatory requirements: A DEI consultant can help financial services firms to ensure compliance with regulatory requirements related to DEI, such as diversity reporting requirements.
Ideation: An effective DEI initiative must be designed with input from a range of diverse perspectives and opinions. Ideation is the process of generating and developing new ideas.
For example, a tech company might establish an employee resource group (ERG) to gather input from employees on how to increase diversity in hiring and retention. The ERG would provide ideas and solutions for the company’s DEI initiative.
Having a diversity council or employee resource group (ERG) participate in ideation can help organizations to improve the effectiveness of their DEI initiatives in several ways:
Provide diverse perspectives: A diversity council or ERG can provide diverse perspectives on the organization’s DEI efforts. They can bring different experiences, backgrounds, and ideas to the table that might not have been considered otherwise.
Increase engagement and buy-in: By involving a wider range of employees in the ideation process, organizations can increase engagement and buy-in for their DEI initiatives. This can help to ensure that the initiatives are embraced by the entire organization and not just a select few.
Identify areas of improvement: A diversity council or ERG can help to identify areas of improvement in the organization’s DEI efforts. They can provide feedback on what is and isn’t working and suggest ideas for improvement.
Develop innovative solutions: By bringing diverse perspectives to the ideation process, a diversity council or ERG can help to develop innovative solutions to DEI challenges. This can lead to more effective and impactful initiatives.
Promote a sense of belonging: Involving a diversity council or ERG in ideation can also help to promote a sense of belonging among employees. When employees see that their voices are being heard and that their input is valued, they are more likely to feel included and engaged in the organization.
Need: An effective DEI initiative must be designed to meet the organization’s specific needs. Tight alignment with the organization’s mission, vision, and values and strategic plans is critical. DEI should be an important lens to consider in all aspects of the products and services provided and must be based on the needs of a broader set of stakeholders such as employees, clients, customers, suppliers, donors, regulators, etc.
For example, a manufacturing company might develop a DEI initiative that aims to reduce employee turnover by creating a more inclusive workplace.
Having a DEI initiative at a manufacturing firm can help to address turnover and retention, which can lead to a more inclusive culture in several ways:
Increase diversity in hiring: By developing a DEI initiative, a manufacturing firm can focus on hiring a more diverse range of employees. This can help to ensure that the workforce better reflects the communities it serves and reduce turnover due to employees feeling like they don’t fit in or are not valued.
Address unconscious bias: A DEI initiative can include training programs to help managers and supervisors address unconscious bias in the hiring and promotion process. This can help to ensure that employees are evaluated based on their skills and qualifications rather than their race, gender, or other characteristics.
Develop a more inclusive culture: A DEI initiative can also focus on developing a more inclusive culture within the organization. This can include programs to promote diversity and inclusion, such as ERGs or mentorship programs. By promoting a more inclusive culture, manufacturing firms can help to reduce turnover and retain employees.
Enhance employee engagement: A DEI initiative can also help to enhance employee engagement by providing opportunities for employees to feel more connected to the organization. This can include opportunities for professional development, recognition programs, and employee feedback mechanisms. By improving employee engagement, manufacturing firms can reduce turnover and increase retention.
Effectuation: An effective DEI initiative must be overseen by senior executives and have a clear framework with objectives, actions, outputs, measures, accountabilities, and reporting protocols shared with all levels of the organization. Effectuation refers to the process of making things happen in a planned and deliberate manner.
For example, a retail company might establish a DEI taskforce that reports to the CEO and is chartered with increasing diversity in its leadership pipeline. The taskforce would develop a clear action plan that aligns with the organization’s strategic plan and is accountable for achieving measurable outcomes.
Establishing a DEI council or taskforce that reports directly to the CEO or leadership is helpful in effectuating DEI transformation and change for several reasons:
Senior leadership involvement: By having a DEI council or taskforce reporting directly to the CEO or leadership, it signals that DEI is a priority for the organization. This can help to ensure that senior leadership is involved and committed to the initiative.
Top-down approach: A top-down approach can be effective in driving change and transformation within an organization. By having senior leadership involved, it can help to ensure that DEI is integrated into the organization’s culture, values, and strategic plans.
Accountability: Establishing a DEI council or taskforce with a direct reporting line to senior leadership can help to ensure accountability for the initiative. It can help to ensure that progress is being made towards the organization’s DEI goals and objectives.
Resources: A DEI council or taskforce reporting directly to senior leadership can help to ensure that the initiative has the necessary resources and support to be successful. This can include financial resources, staff resources, and access to senior leadership and decision-making.
Integration with strategic plans: DEI should be an important lens to consider in all aspects of the products and services provided, and must be based on the needs of a broader set of stakeholders such as employees, clients, customers, suppliers, donors, regulators, etc. By having a DEI council or taskforce that reports directly to senior leadership, it can help to ensure that DEI is integrated into the organization’s strategic plans and objectives.
Solutions: An effective DEI initiative must have solutions that are designed to have value and sustainability related to organizational initiatives and strategic direction. Solutions are the means by which something is solved or resolved.
For example, an energy company might develop a DEI initiative that includes a mentorship program to develop diverse leaders. The program would be designed to have a long-lasting impact on the organization’s culture and leadership.
To ensure that a solutions-based approach to DEI has the commitment of leadership, it is important to:
1. Establish a clear vision and strategy: It is important to establish a clear vision and strategy for DEI that aligns with the organization’s mission, vision, and values. This can help to ensure that DEI efforts are integrated into the organization’s overall strategic plans and are prioritized by leadership.
2. Communicate the business case: It is important to communicate the business case for DEI to leadership. This can include sharing data and research on the benefits of diversity, such as improved innovation, better decision-making, and increased financial performance. By highlighting the business case for DEI, leadership can be more committed to the initiative.
3. Establish metrics and accountability: It is important to establish metrics and accountability for DEI efforts. This can help to ensure that progress towards DEI goals is tracked and reported to leadership. By establishing accountability, leadership can be more committed to the initiative and can ensure that resources are allocated appropriately.
4. Engage leadership in the process: It is important to engage leadership in the DEI process. This can include involving them in the development of the DEI strategy, providing them with regular updates on progress, and seeking their input and feedback on the initiative. By involving leadership in the process, they can feel more committed to the initiative and be more likely to allocate resources and support it.
In conclusion, a well-designed and effective DEI initiative is critical for organizations that seek to innovate and gain a competitive advantage in America’s 21st century workforce.
The SPINE framework provides a useful structure for evaluating the effectiveness of DEI initiatives. By incorporating SPINE, organizations can ensure that their DEI efforts are carefully and intentionally developed, deliberately implemented, and impactfully considered. With a strong SPINE, organizations can create a more inclusive and equitable workplace that benefits everyone involved.
Effenus Henderson, President & CEO, HenderWorks, Inc.
