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Stretch

We’re on the last Friday of the month, and if you’re in a sales-driven organization, that probably means you’re in the thick of closing out contracts and deals. For other organizations, this time of year is significant as well. As people look to the closeout of 2024 and look ahead to what they want to do in 2025, strategies, budget allocations, and headcount requests are all being prepared. It’s an exciting time because it offers the possibility of continuously improving in both business and DEI.

Many organizations will often look to their HR leaders and DEI teams to guide the way when it comes to building an inclusive and equitable culture at their company. However, one part of an organization alone cannot be responsible for building and creating inclusive policies and practices across an entire company. Unfortunately, not much guidance is provided to leaders on how they can consider DEI in their strategic planning every year.

That’s why I’m here. 🙂

Below is an image that is based on the Deloitte DEI maturity model, which measures DEI maturity at a company, and the hallmark indicators of that maturity.

Many business groups in organizations take a hands-off business approach to DEI strategy, but in reality, an organization can’t become more inclusive or equitable by design unless every business group is committed to that vision.

If you’re planning for next year, here are a few ideas for you to consider how DEI can be intentionally built into your strategic plans for 2025:

• Organization-Wide

  • If you don’t have a DEI team or office yet, consider allocating funding for the upcoming year to establish one.

  • This should include operating expenses and resources for headcount, so you have an experienced leader at the helm.

• Human Resources

  • If you don’t have an Employee Resource Group (ERG) program, consider adding a budget request to support the launch of one.

  • This should include the cost of a consultant to help you design and successfully launch the program if you don’t have a formal DEI team, as well as operating costs for the ERGs.

• Recruiting

  • Invest in structured hiring practices, which will significantly curtail bias in the interview and hiring process for future employees.

  • If you and your team are not familiar with structured hiring, allocate funding to receive further professional development before you embark on making changes to your hiring practices.

• Finance and Procurement

  • If you don’t have a Supplier Diversity Program when it comes to selecting your vendors and who you do business with, consider developing one.

  • If this is a new concept or you need support in developing a program, request funding allocation to upskill you and your team, and work with a consultant to develop your program.

• Learning & Development

  • Does your organization offer employee development programs or leadership development programs? If not, consider building this into your strategy for next year.

  • Ensure that you have funding set aside to build, launch, and scale these programs with the necessary tools, staff, and experts who have experience in creating equitable and inclusive development programs.

I will note that it is important to stay aligned as an organization about where DEI investments are being made. In other words, leaders of different business groups and functions must practice transparency and candor around these efforts to ensure there is no duplication of effort and the most urgent needs are being prioritized.

I hope, if nothing else, this week inspires you. Whether you are leading a team or you are part of one, you have the power to affect positive change from where you sit. If your leaders aren’t bringing up these topics, you have solutions and ideas to bring to the table. The only way we move DEI forward is by doing it together.

If you’re not sure how and where to start, let’s chat. I consult with organizations to create strategies that integrate DEI into business strategy and practices. Email me at [email protected] to start a conversation.

Reflect

1. How does our product, service, or customer experience reflect a commitment to serving diverse communities?

2. How do we ensure our external partnerships align with our DEI values?

3. Are there ongoing DEI education and training opportunities for all employees, including leadership?

4. What resources (time, budget, personnel) are we dedicating to ensure DEI is a sustained effort and not a temporary focus?

Act

1. Set DEI as a Strategic Priority: Make DEI a core pillar of the company's mission, vision, and values. Ensure it's not treated as a side initiative, but as a long-term business goal.

2. Engage in DEI Training: Offer or engage in regular training on topics like unconscious bias, cultural competence, and anti-discrimination for all employees, especially leaders.

3. Diversify the Supply Chain: Actively seek out partnerships with minority-owned, women-owned, LGBTQ+-owned, and other diverse businesses in your supply chain.

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