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Diversity, equity and inclusion, or DEI, has become a major topic of discussion in the corporate world over the last few years, with companies looking to better represent their customer base and offer a more inviting environment and equitable opportunities to their employees. However, while some companies continue to lead the charge in implementing new DEI initiatives, others have slowed, or even completely stalled, their efforts. Whether it’s due to a lack of resources for these departments, unsustainable practices or a loss of motivation, some companies are finding it harder and harder to continue to build upon their DEI efforts with the same vigor they once had.
However, there are still ways to ensure DEI remains an important part of your company culture and processes, even if you run into red tape. Here, seven business leaders from Rolling Stone Culture Council discuss some of the best practices any business can follow to keep diversity, equity and inclusion top of mind for teams at all levels of an organization.
Ensure DEI Permeates Every Level of the Organization
I’m a firm believer that for something to become corporate culture, it has to be articulated and practiced at every level in the organization. Some go to the extent of codifying it in their corporate values and mission statement. For it to have teeth, there has to be a consequence if someone, no matter what level, violates those DEI values. – Zain Jaffer, Zain Jaffer Foundation
Prioritize Working With a Diverse Clientele
When it comes to DEI in marketing, assess the diversity of your clientele. Prioritize a business mission structured around working with a well-varied clientele — not only in appearances but also in their goals, backgrounds, work and philosophies. When your work requires diverse concepts and strategies, you automatically employ a diverse workforce to meet those goals. – Magen Baker, Bell + Ivy
Establish a Dedicated Task Force for Accountability
One best practice any business can follow to ensure DEI remains important is to establish a dedicated DEI committee or task force. This group can lead initiatives, set goals and hold the company accountable for progress. At our company, this approach has worked well in creating a culture of inclusivity, fostering open conversations and implementing inclusive policies. – Stephen Nalley, Black Briar Advisors
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Give Your Employees the Space to Speak Up
Foster a culture of open communication, ask your employees how they feel and continuously update your DEI policy and general practices. The people most qualified to speak on issues of diversity, equity and inclusion are your employees, so it’s essential to create a space where they feel comfortable speaking up and providing honest feedback without feeling pressured to act as representatives. – Evan Nison, NisonCo
Provide Continuous Learning and Training
DEI is not a one-and-done checkbox; it is a set of values. Therefore, offering continuous education and creating safe spaces for your team to learn and have discussions is key. At Cannabis Creative, our DEI committee provides quarterly updates, free resources and other training from valued experts, ensuring DEI remains a core value in our everyday operations. – Dan Serard, Cannabis Creative Group
Create Goals and Policies Around DEI’s Importance
Creating goals and policies that support DEI initiatives brings awareness and a sense of importance to why such values can improve so many functions of your business. A DEI cultural initiative in my business includes board meetings where we discuss how to foster these values in our operations. – Sonia Singh, Center of Inner Transformations
Connect With Others Who Also Value DEI
Follow the trend lines, not the headlines, and find strength in associating with others doing this work well. DEI is under attack, but don’t let the noise chill or stop your efforts. Evolve with any changing requirements, but do not stop the work. Success leaves clues! So, connect with others doing this work well and learn from (and strengthen) each other’s work. It matters and is worth it! – Scott Curran, Beyond Advisers
