Committing to a successful DEI program at your business and reaping the benefits is no small task. Truly impactful DEI programs create committed leadership, employee engagement, integrate DEI practices into organizational operations, use needs-based training and education, and have clear metrics to measure success and ensure accountability.
“There’s a number of considerations [when it comes to DEI programs],” says urbanist and social entrepreneur Nicholas Lalla, author of the book “Reinventing the Heartland.”
Additionally, DEI programs, which are completely legal, can often prevent lawsuits and legal troubles. A culture of respect is much less likely to foster discriminatory behavior that results in lawsuits.
Experts and business managers weigh in on first steps curriculums should consider for true gains and progress.
Step One: Start Today
“Start with something simple, educate yourself, educate your coworkers,” says Mike Houston. “You don’t need to start with a full staff training, but it’s important to begin your educational journey.”
Houston is the general manager at Takoma Park Silver Spring (TPSS) Co-op, a local grocery store founded in 1981 as a vegetarian storefront. The business had a focus on equity long before Houston arrived, he says.
“We have 45 staff members from 22 different countries. We translate trainings into Spanish and Amharic, because we have staff members more comfortable receiving information in those native languages.”
Lalla adds it is key to “ask yourself why you’re pursuing a DEI initiative” and be honest and realistic. This helps the program avoid what Lalla calls the “theatre” of symbolic efforts and lip service with no real impact.
Perhaps most importantly, starting today means accepting inevitable mistakes. If a business owner refuses to implement a DEI program until it’s perfect, it will never be implemented at all, and that inaction will inevitably harm your employees and your business.
Step Two: Be Specific—And Broad
DEI initiatives are not one-size-fits-all. Success hinges on specificity, tailoring a program to consider a business’s industry, the number of employees, goals, and more.
Houston describes what this looks like for TPSS, including educating employees specifically about redlining’s effect on grocery stores and food access.
“The more you learn, the more you understand that those policies were intentional and can only be undone with intention,” he explains. “We’re connected with hundreds of co-op grocers all over the country and this topic has been discussed for years as co-ops look to open in areas without a full-service grocer. We know we need to help support these stores with resources and knowledge because their success will help bring grocery stores to communities that need them.”
Identifying what a business’ goals are for a DEI program also helps narrow what the program looks like in practice. The initiatives worth anything “move the needle,” Lalla explains, and businesses must set quantifiable goals and a system to monitor them. He recommends going “a step further” by tying DEI goals to executive and Board goals.
It’s why TPSS moved to an EBIA framework for its program—equity, belonging, inclusivity, and accessibility. The co-op’s goals are making the store a welcoming place, encouraging a diversity of languages spoken by employees, products representing vast cultural preferences, and an accessible space for every shopper, all the results of intentional thinking.
While everything must be done with intention, Lalla says a common misstep is “thinking one program or initiative is sufficient.”
“Inclusion is a value that needs to permeate all aspects of a company,” he further adds. “Where the company is located (is it accessible via public transportation), remote work policy (is it flexible), hiring practices (do you prioritize skills over degrees), benefits (do you provide health insurance and retirement savings), security (is it safe but not overly policed), leadership (does the executive team look like the community), etc. Companies need to think about it more comprehensively and not just a single initiative that checks a box.”
Step Three: Commit
The road to equity may be paved with good intentions but it’s not a smooth one—mistakes and critics can interfere with progress, which makes commitment all the more important.
“An organization must first be ready to welcome diverse perspectives and change to accommodate new voices,” insists Houston. “If your organization is not ready to incorporate diversity into decision-making and your organizational culture, then you’re not ready to proactively seek it out. I think that’s the trap a lot of organizations have fallen into in the last few years.”
To stay accountable, Lalla recommends a DEI consultant to make suggestions and help keep a business on track.
Despite critics’ claims that DEI programs are illegal and harm white people, the results speak for themselves. In fact, according to a 2019 report by global nonprofit Coqual, white women have been the biggest beneficiaries of DEI initiatives.
“80% of our staff has been with us three or more years, and 60% have been here five years or longer,” Houston says, crediting TPSS’ commitment to equity and inclusion.
Retention is not the only success. On average, more diverse and inclusive teams outperform gender-homogenous and less inclusive teams by 50%, according to Gartner.
“To stay competitive in an increasingly innovative and disruptive business world, companies need talented teams full of a diversity of perspectives—talents who are empowered to help solve problems, create opportunities, and add value,” Lalla concludes.
Solutions and success require ingenuity, and we are more powerful when not only is everyone welcome at the table, but everyone’s voices are heard and considered.
Ready to Hire a Diversity, Equity, and Inclusion Consultant?
Green America’s Executive Co-Director: Culture, Strategy & Green Business Planning, Dr. LaKeisha Thorpe, has some advice for businesses looking to hire a DEI consultant.
- Define your business’ goals and needs with specificity and clarity to find the right DEI consultant
- Determine your business’ timeline and budget for DEI work
- Find someone who not only has subject matter knowledge, but lived experience in a marginalized body and is willing to share their journey
- Ask about their education (formally or informally) and study of DEI tenets
- Ensure the consultant will be honest and frank, while practicing understanding and solution-oriented aid.
