74% of employees expect their employer to become more actively involved in current cultural debates.
After the cultural reckoning of 2020, DEI and HR professionals are working overtime to meet the demands of their employees. They are being asked and challenged to make a stronger alignment between their external statements and their internal diversity and inclusion initiatives. Plus they need to measure and prove the ROI of those new programs.
There isn’t a one-size-fits-all solution, but improving rates of belonging within organizations will remain a focal point of business priorities. It is critical that HR and DEI leaders do their best work to create sustainable processes and programs to support their organization’s diversity goals.
In this how-to guide, you will learn:
- The five crucial building blocks of a sustainable DEI strategy
- The value of training in creating a common language and shared vocabulary
- Strategies for cultivating inclusive leaders
- How to measure the effectiveness of your efforts
“DEI doesn’t have a stopping point or a final destinatiton. It is critically important to have a solid foundation of strategic priorities, consistent measurement and evaluation, and a clear alignment between organizational values and DEI goals.”
– Jesse Bridges, SVP Diversity, Equity, & Inclusion at EVERFI
