In this episode of Inclusion in Progress, we’re dissecting what success looks like for Diversity, Equity and Inclusion as an industry. What should we be looking at as DEI facilitators, consultants and practitioners? What milestones or benchmarks should we be measured against or compared to? How can the organizations that hire us and put their trust in us to bring change to their environment obtain data or proof that what we’re doing is working? Those are just a few of the many questions we dive into  in this episode. It’s time to determine what success really looks like, from the perspective of not only us as practitioners, but to the organizations, leaders, and their teams as well.

Not all diversity dimensions are easily detected, and in some cases they will go unnoticed entirely. Even the most seasoned practitioner needs to acknowledge their blind spots and ask for help when creating a DEI strategy that advocates for all. This episode shines a light on how you can assess where the opportunities are for creating greater access to opportunity in your organization, how to survey your team members to better understand  what your talent is  facing in a non-work capacity that may influence their experience in the workplace, and how to translate those metrics into initiatives that will position you as a DEI leader advocating for their collective well-being and advancement. We also dive into what we’re seeing from our client partners with regards to the hybrid work conversation and equity considerations to make for things like parental leave, neurodiversity, injury or illness related absences, geographically distributed multicultural workforces, and considerations to be made for those who choose to work from home to ensure that they won’t face more barriers than in an in-office setting.

Finally, Inclusion in Progress shares our thoughts on how to communicate progress on DEI for different levels of your organization, from your senior leaders, to your employees, to external stakeholders and future talent. Over the last two years, we’ve witnessed the ebbs and flows of the inclusion conversation on global teams. And we acknowledge how easy it is to get frustrated or feel burnt out by not seeing change move as quickly in our workplaces as we’d like. This episode was inspired by the many fellow practitioners, both working within and externally supporting companies,  to serve as a guide to help you think about how you can meaningfully measure progress and keep forward momentum on building equitable workplaces that support everyone..

In This Episode:

[5:15] Two years after the global push for equity, inclusion and representation in the workplace: How is DEI making changes as an industry to the corporate picture?

[10:00] Do your DEI efforts, initiatives and surveys factor in the unseen nuances of identity such as depression, anxiety or neurodivergence?

[11:55] Are remote workers properly represented and valued alongside those who have returned to the office? How can you ensure that working from home does not incur unintended penalties to those who choose it over coming back to work?

[13:10] What are some questions that you could be asking to help your team feel heard, understood, supported and factored-in to decisions within your company?

[17:57] What are some of the metrics you could be using to get a feel for where you are as a company on your DEI journey, and measure the effectiveness of your inclusion efforts?

[24:32] How can we measure things like behavioral changes within our organizations in order to ensure the things we are doing are actually getting the results we’ve set out to achieve?

[36:42] How do we get senior leaders in on the conversation, and how do we acknowledge accountability and demonstrate sensitivity when discussing challenging situations around DEI?

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