How to move from good intentions to action on DE&I
As the grace period for being able to show progress is running out, how can organizations start to communicate authentically about movement on this important issue?
How are you starting to report action and progress on important diversity, equity and inclusion initiatives? One member shared that they are planning a live event where the team planned to report back on the work they have done so far.
Items to be addressed:
Other members shared some of the work that has been going on in their organizations around DE&I, from workshops with outside consultants on unconscious bias and the launching of business resource groups or ERGs.
One important note: ERG membership should be expanded to include allies as well as members who identify with the group’s particular demographic, whether that’s Black employees or women in the workplace.
Another consideration for companies addressing DE&I in the workplace is how messages should be tailored for global audiences. While systemic racism is a global issue, racial differences can present differently in the U.S. than in the U.K., for example.
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