January is an exciting time when the top priority for organizations is to execute the vision that has been cast for the new year and achieve the goals that have been set. Many leaders are preparing to move into 2023 hitting milestones in every area, including diversity, equity, and inclusion. Unfortunately, some will lack the necessary resources, knowledge or systems to make meaningful progress, thereby perpetuating conditions that erode the employee experience and organizational results. Adequate preparation, productive follow-through, and, most notably, the right tools are critical to building an infrastructure conducive to a productive DEIB strategy. Similarly, the new year's resolutions we make in our personal and professional lives require self-assessment. If you were trying to exercise more at home, you would consider purchasing the proper equipment. Knowing what you weigh now would be key information if you want to lose weight in the upcoming year. The same is true with gearing up to meet the goal of a great year of progress towards achieving culture transformation . What do you need to know and do in order to achieve the goal? Where are you on the scale regarding how embedded DEI is within your organization? 

The resolution to support inclusion is powerful when coupled with a proactive approach compared to a reactive response. So, in the spirit of the excitement and enthusiasm in the air to start the year off right, we want to open our toolbox and share what you should consider as you lay the foundation as you move forward into the first quarter. After you assess where you are, it is essential to look at the systems you have in place. Some components work together to create your DEIB ecosystem, which is imperative to running like a well-oiled machine.

Six key variables must work in conjunction with one another to improve the inclusivity of your culture. Prioritization cannot be given to one variable over another as a hierarchy but work together as gears. If one gear gets stuck, you will only advance in DEIB once all are operative at an optimal level: 

Executive Commitment invests time and money over the long term because DEIB is not an overnight venture. Leading diversity, equity and inclusion from the frontline is important so employees know where senior leaderships stand. Witnessing executive commitment through action and not just words confirm the priority. Consistent discussion points should be at the forefront of company-wide meetings.

Business Strategy Alignment connects DEIB initiatives within the business strategy. This tie-in creates a deeper awareness and authenticity for why you are doing the work. This approach allows DEIB to become a part of the fabric of who you are as an organization and more than what you do as a check-the-box requirement.

Data & Metrics identify goals to measure the progress towards accomplishing DEIB initiatives. Now is an excellent time to deploy a culture assessment. As a follow-up, this implementation should also communicate your response regarding the employees’ concerns. As you begin the year, knowing how often leaders review the DEI dashboard and how your organization is tracking toward the target is also important. 

Infrastructure & Communication encompasses the budget component and the headcount of how many dedicated DEI professionals work in your organization. Infrastructure and Communication highlights the policies and procedures ensuring equitable practices. How well you communicate DEI strategy within the company and the societal issues that affect your employees professionally and personally puts a value on how much you care about your employees and the community.  Start the year off planning to have intentional DEI communications. 

Talent Management ensures that the recruiting strategies and hiring processes reflect diverse efforts and cultural sensitivity. A larger, more diverse talent pool allows sourcing for underrepresented candidates and broadens your brand reach. Check your talent acquisition processes for equity at every step, from the language in your job postings to the candidate pipeline and interview process to the onboarding process. 

Learning and Education requires regularly scheduled learning opportunities that are consistent throughout the year in manageable chunks that allow the appropriate memory retention, engagement and reinforcement of the curriculum. The cadence and participation requirement support DEI learning as a priority. Employees should recognize and able to apply the material they are learning in their everyday experiences. 

DEI is not often viewed as an ecosystem that penetrates the organization, but it is. This ecosystem overview is the starting point to create awareness of the gaps that may have formed within DEIB initiatives knowingly or unknowingly. 

As you gear up for this year, it is okay to consistently review the DEIB ecosystem and switch gears if you realize your approach does not encompass the elements you need for success