If your goal is not to incorporate diversity into your workplace culture but to create it, you need to figure out your current cultures’ components.

Executives need to prioritize the primary requirements for diverse teams and leadership. Culture, in this regard, is a vital factor for diversity and inclusion management.  It is time to assess and reframe equity, inclusivity, and diversity improvement strategies via the lens of culture.

Since implementing these improvement strategies is not an overnight process, we enlisted a stepwise outline to create a more diverse, inclusive, and equitable culture.  

A Stepwise Guideline to Create Diverse, Inclusive, and Equitable Culture

Step1: Assess the Current Policies And Structure Of Your Organization

Before creating a plan to build a diverse, inclusive, and equitable culture, you must figure out the policies and practices your organization has in place. More importantly, you must determine how you will implement those policies.

Understanding what processes were developed without an eye towards diversity, equity, and inclusion, and consequently may inadvertently incorporate unconscious bias, will be important to begin implementing change.  If you can, bring in a neutral third party to help you examine your areas of opportunity, conduct an audit of your policies, host listening sessions with your employees, or otherwise help advise you on best practices and where to start.      

Step2: Designate a Leader or third-party consultant to help create a Diverse, Inclusive, and Equitable Culture

DEI is often a second, third, or fifth priority, given to individuals who have other full-time responsibilities in the organization and who do not have any formal DEI background. No serious priority gets accomplished this way. You must have someone who is accountable, has the capacity and the skillset to move your DEI initiatives forward. . Creating a full-time leadership position or hiring an outside consultant for inclusion and diversity shows your dedication, as well as ensures someone can move your priorities forward.      

Step3: Communicate to Stakeholders

For your diversity, equity, and inclusion strategy to work, it is important to involve internal     stakeholders. Ensure that you have a clear understanding of diversity and inclusion and the goals you expect to achieve and set expectations that stakeholders prioritize these initiatives.

Step4: Improve Recruiting Policies to Instill Diversity

One of the large areas in which organizations tackle unconscious bias and increasing diversity is in recruiting practices.  Review closely with someone with a DEI professional background your job descriptions, your interview processes, your candidate selection criteria, and your data gathering practices to understand where you may have areas of opportunity. 

Step5: Factor In Diversity, Inclusion, And Equity Into Day To Day Company Policies

There are many ways to involve diversity, inclusion, and equity in day-to-day policies. The key to make DEI a normal, everyday topic is to bring it into focus and practice it every day. Seek training and resources for your organization so that everyone has actionable day-to-day ways that they can help move the needle in their daily lives at work.

Summing Up

Creating diversity, equity, and inclusion in your organization requires a deliberate and intentional plan.  The execution of important DEI initiatives should be treated just like any other important revenue-generating business goal.  You must allocate resources towards DEI initiatives and bring someone with a related background on board. They have the capacity to push these initiatives forward.