These Two Barriers Hold Companies Back From Achieving Their DEI Targets

  • Transparency: a behind-the-scenes look at my day-to-day.
  • Inclusivity: bringing others along in the journey.

Where DEI Strategies Fall Short

Question:

Answer:

Step 1: A new foundation — moving away from social & compliance-based DEI

  • Business imperatives aren’t performative, like a one-time social media campaign.
  • They aren’t siloed inside a single department, such as HR.
  • They aren’t condensed into a singular initiative, such as implicit bias training.
  • Business imperatives are integrated into every part of an organization.
  • They are meticulously measured and tracked against quantifiable goals. (HR leaders ranked “lack of metrics” as the #1 barrier to increasing the effectiveness of their DEI initiatives.)
  • Such data is visible and regularly reviewed in executive-level meetings. (A 2019 survey of 234 diversity professionals at S&P 500 companies revealed that only 35% had access to company metrics.)

Step 2: A new set of resources — using advanced tech to achieve DEI goals

  • Almost all Fortune 500 companies and approximately 50% of midsize companies use diversity training to enable DEI.
  • In fact, US corporations spend $8 billion each year on diversity training alone.
  • Yet, this training has proven remarkably unsuccessful in creating more diverse, equitable, and inclusive workplaces for five main reasons.
  1. How will we pay our employees?
  2. How will we review their performance?
  3. How will we evaluate their potential?

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Katica Roy

Katica Roy

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CEO of Pipeline Equity | Gender Economist | Award-Winning Leader | On a mission to achieve gender equity, once and for all. www.pipelineequity.com