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July 13th, 2021 · 4 min read

Elevate your DEI strategy: The importance of effective diversity management

What is the meaning of diversity management?

What does impactful diversity management look like?

How to manage diversity in the workplace more effectively

  • Leverage data when setting DEI goals
    Setting goals is a given — but are these goals tied to measurable, data-driven outcomes?  For example, let’s say a priority for the talent acquisition team in the upcoming year is to grow the number of diverse hires. This goal is adequate, but it could be more specific. Instead, look at local or industry-specific demographics and other relevant recruitment data to determine the exact percentage of diverse candidates the team should set out to hire. This helps to hold the organization accountable for reaching tangible targets, rather than aiming for vague objectives that don’t move the needle.
  • Make it a job
    According to Forbes, around 50 percent of all managers say they are “too busy” to consider DEI in an actionable way. The solution? If you have the available resources, consider creating one or multiple positions within your organization which focus exclusively on DEI.
  • Use learning and development (L&D) to support diversity
    This can include training programs for addressing unconscious bias, mentorship programs to encourage cross-level information sharing and development or employer-sponsored education to provide your marginalized employees with life-changing access to education.

    For example, take a look at Aramark, the global leader in food services and facilities management. Despite already having a corporate tuition assistance program, Aramark expanded its workforce education offering to better serve its diverse frontline employees, a majority of whom identify as women and/or people of color. In 2019, the company launched its “Frontline Education Program to provide further access to education to its employees. 
  • Integrate DEI as part of the brand
    Organizations leading the charge on DEI are the ones that incorporate it into their brand identity — and have the processes in place to back it up. This shows both current and prospective employees that your commitment to DEI is more than just a vanity initiative, but rather something that’s a genuine priority for your company.
  • Hold leadership accountable for DEI
    Most executives understand the need for workplace diversity, but are they being held accountable to DEI goals in the same way they’re held to other business goals? While it’s true that diversity, equity and inclusion is the responsibility of everyone in the organization, it’s on the executive team to lead by example.

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