The next step in an organization’s evolving commitment to DEI

Creating a workplace that values diversity, equity, and inclusion (DEI) is a lofty goal. Making this a reality is another matter. Many organizations espouse a commitment to diversity, equity, and inclusion. Fewer can achieve strident goals that truly create a workplace culture of belonging for everyone from a breadth of backgrounds and experiences. Those organizations that do are mastering the challenge of effective talent management.

In prior essential guides, articles, and blogs, Syntrio has articulated the value of focusing on diversity, equity, and inclusion for business success. These publications have advocated for the “ROI of DEI”—the ability for a more diverse, equitable, and inclusive organization to perform better and, in turn, achieve greater success.

In turn, many organizations will take the next steps:

• Make the business case to the board, employees, and other stakeholders
• Articulate leadership’s commitment to DEI
• Align the DEI initiative with EEO, non-discrimination, and non-harassment programs
• Write a DEI statement and policy
• Appoint a DEI officer or manager and convene a DEI council
• Develop Work with employees to develop resource groups for underrepresented and historically marginalized staff
• Develop and assign training and communications to all staff

All of these are necessary and useful steps for an organization’s DEI journey.  To continue to evolve its DEI commitment and program, leadership needs to make another important effort: recruiting and managing talent with a focus on DEI is an essential step in a DEI program’s evolution.

• Talent equity refers to employment fair treatment, access, and advancement based on each individual’s needs.
• Talent recruitment involves identifying, attracting, recruiting, hiring, and onboarding staff with diverse backgrounds and experiences.
• Talent retention is about engaging, developing, and advancing employees fairly and equitably.
• It reaches out broadly to an extended pool of employment candidates to find those with the aptitude, skills, and commitment to make a real difference for the organization.
• It ensures that all employees feel appreciated and valued, especially those most vulnerable to being marginalized. After all, why hire someone if the organization is not going to commit to supporting and developing them?
• It properly resources employees based on their needs and, in turn, better optimizes resources, ensuring that all employees receive an equal opportunity to work, develop, and perform to their potential.
• It tracks the organization’s progress in supporting, developing, and advancing employees.
• It demonstrates a solid commitment to implementing DEI principles for employees, applicants, and the organization’s other stakeholders.

DEI and talent management are critical next steps in the evolution of an organization’s DEI journey. Integrating DEI concepts into how leaders regularly manage the employment lifecycle further cements a commitment to DEI. It substantially bakes DEI into the way that the organization operates and deeply weaves it into the fabric of the organization’s culture.