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6 Ways Companies are Approaching DEI All Wrong
Does your organization do the following?
DEI is a separate, stand alone subject
Training content is focused on data and numbers
Unconscious Bias is a preferred curriculum
ERGs are responsible for their own advocacy
Focus is put on recruiting diverse candidates
External messaging is more important than internal
If you want to understand why these don't work, let's have a conversation.
And speaking of conversation...
Conversation is our methodology.
Over the years, when you think about the success factors of diversity training for you or your team, what were they? (Share with us in the chat below if you like.)
At Lead with DEI, we have found the key to effective training is facilitated conversation.
Watching a presentation, learning the science behind, or taking a quiz are easy. Creating space for, initiating and holding conversations is the hard part. That's where we come in...
CUlTURE is the make or break success factor
If great workplace culture is the goal, let's shift focus to industry leading practices that will get the organization to an integrated state.
The Deloitte Diversity & Inclusion Maturity Model
What level is your organization? If you don't know, take the
- Inclusive Leadership Assessment -
How to lead with DEI
Acknowledge that diversity adds value
Initiate and hold hard conversations
Become an ally for those marginalized
Understand the benefit of equity and strive for it
Continuously create an inclusive culture
Strive for innovation and reflection
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