Where DEI Strategies Fall Short

Hello you today about where DEI strategist organizations are targeting strategic priorities towards and developing inclusivity. These efforts, like many that you but not, I repeat not changing the organizational culture. I think both can be done and expectations where can think about increments a marathon and not a sprint. Second, embed efforts into everyday fabric of what you do as an organization. In other words, deeds not creeds. Lip service is no service. And the third, emphasize senior leadership by organization than to have expectations of individuals and other groups and senior leaders not follow or do the same thing.

So how can senior leaders begin to take up the mantle and demonstrate the significance and the importance of DEI efforts and not just give the burden to staff members? So although many believe that engaging in DEI work within an organization is the right thing to do, which it is, the simple reality is that DEI has to be and just as much about the business case to truly change and shift organizations. But a both and it's no secret that organizations lose financially when has no interest in equity or cares less about inclusion.

Regardless of the industry, studies have shown that diverse companies earn two to three times less than other companies who have non monolithic workforce. Research has also shown that companies are 70% more likely to capture new markets than organizations that show little or no efforts into actively recruiting and retaining talent from underrepresented groups. So focus on these three establishing realistic expectations, emphasizing the significance and the importance of of embedding DEI efforts into the fabric of what you do and then lastly emphasizing senior leadership support and buy in.

DEI strategies don't fall short.