Understanding Your Organization's DE&I Journey
What an energizing conversation in our DE&I Exchange Meeting!
A special thank you to Alexandra Foster, VP of People Experience at Kelly Services, and Andrew Wise, VP of Culture and Inclusion at VNS Health, for sharing their insights. The audience participation made this a lively and productive conversation about understanding where your organization is at on their DE&I journey.
Top 4 Insights and Resources
DE&I has a variety of dimensions that will look different over time.
- Reviewing the maturity model can help organizations gauge progress, set goals, and move towards an inclusive culture that drives business, talent, brand, and ESG efforts.
Check out the DE&I Maturity Model.
DE&I journeys are customized to each organization and what it needs.
- Consider where your organization is at, and what’s driving the need for DE&I. Ask your employees and leaders why it’s important to them and what they need, too.
Check out Levi Strauss & Co.’s first ever Diversity, Equity, and Inclusion Impact Report to see what DE&I looks like at their organization.
The outcome of diversity, equity, and inclusion is belonging.
- Belonging ensures that employees can be their authentic selves at work and that they are welcomed and valued.
Look at the DE&I Idea Book to find ways you can define and measure belonging and its impact. You’ll also find opportunities to enhance and integrate other D&I talent strategies.
Bias audits can help you in the next step of your DE&I journey.
- Bias auditing is key to developing structured and consistent policies that advance diversity, equity, and inclusion.
- The series includes checklists for culture renovation, total rewards, learning and development, performance management, succession planning, and more.
Check out the Bias Audit Checklist Series.
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