How would you rate your progress on DEI?
Today our Co-Founder, Jazz, is delivering a keynote about Diversity, Equity and Inclusion and therefore today’s Virtual Coach is dedicated to DEI.
As we all know, this topic is wide-ranging and our focus today is on the five stages of DEI maturity.
1. Awareness
There are several reasons that we might decide that our organisation is at Awareness stage: perhaps there is a trigger, such as a tribunal in our market, or being called out by a colleague, or a personal experience; alternatively we might work for an established organisation that has never before prioritised DEI; or maybe we lead a start-up and we have been so focused on survival that we’ve neglected to create strong human-capital practices.
Whatever the reason, Awareness is the first step on the DEI journey and we have all been through it. Useful questions to ask at this stage include:
- Why does DEI matter to us?
- Where do we want to go?
2. Compliance
Some organisations tell us that they ‘have to’ run certain DEI initiatives or collect specific DEI data because industry or government regulations require it. In fact, almost a third of organisations find themselves at the Compliance stage of DEI maturity which, in part, is good news because it means they will have some goals in place. For example, they may have reviewed their talent selection processes, or their performance reviews, or they might have introduced a mentoring programme. However, the news becomes less positive when we learn that many organisations get stuck at this stage – they are doing enough to be compliant, but is this really integrated into company strategy or moving forward positively?
Useful questions to ask at the Compliance stage include:
- Where can we set goals that are bigger than our compliance targets?
- How can DEI help us to meet our other goals?
3. Tactical
Organisations who find themselves at the Tactical stage of DEI maturity have moved beyond the rules that are imposed on them and have fully invested in implementing their own DEI guidelines and initiatives. Employee Resource Groups are often active in organisations at this stage of maturity, and employees at all levels may engage in tough conversations about bias and give one another feedback, improving diversity of thought in decision-making. It’s important to ensure that everyone is engaged in the DEI strategy, as there is a danger that it is championed by some and ignored by others.
Useful questions to pose at this stage include:
- What’s our strategy?
- How can we connect DEI work up, down and across the business?
- What is our full sphere of influence?
4. Integrated
An organisation that finds itself at the Integrated stage of DEI maturity has now aligned its internal and external efforts and connected top-down and bottom-up approaches to DEI. It has also successfully defined its strategy, developed a culture of inclusion, and investigated impacts across community. Most organisations at this stage have experienced challenges, been open to change, and have learnt a lot.
Sometimes success can be short-lived because advances might be linked to a particular event, or a particular leader’s passion.
Useful questions to ask at this stage include:
- What systems and structures do we need to create to sustain these approaches?
- What’s not working? Evaluate and review.
5. Sustainable
If an organisation deems that it has reached the fifth and final stage of DEI maturity, it is because DEI practices are deeply embedded in all processes. They are sustained despite financial and economic challenges, and they support business performance. There is a mindset of continuous improvement within all levels of the organisation and all voices are heard.
Questions to ask at this stage include:
- How future-proofed is our DEI initiative?
- Is it self-sustainable?
How mature is your organisation when it comes to Diversity, Equity and Inclusion? What initiatives can you introduce to make progress in this area? Let us know! You’re In Cool Company.
