How do you include DEI in strategic communication and organizational change?

1 Define your DEI vision and goals

The first step to include DEI in your strategic communication and organizational change is to define what DEI means for your organization, and what specific goals and outcomes you want to achieve. This will help you align your DEI efforts with your organizational mission, vision, and values, and communicate them clearly and consistently to your internal and external audiences. You can use tools such as surveys, focus groups, interviews, and data analysis to assess your current DEI status, identify gaps and opportunities, and prioritize your actions. You can also involve your employees, customers, partners, and other stakeholders in co-creating your DEI vision and goals, and solicit their feedback and input.

3 Communicate your DEI strategy and plan

The third step is to communicate your DEI strategy and plan effectively and transparently, to inform, inspire, and influence your internal and external audiences. You should use a variety of communication channels and formats, such as newsletters, webinars, podcasts, social media, blogs, reports, and events, to reach and engage your target groups. You should also use a consistent and coherent tone and message, that reflects your organizational identity and values, and that emphasizes the benefits and value proposition of your DEI efforts. You should also use stories, examples, testimonials, and data, to illustrate your DEI achievements and challenges, and to showcase your DEI champions and allies.

4 Implement your DEI strategy and plan

The fourth step is to implement your DEI strategy and plan effectively and efficiently, to deliver on your DEI vision and goals, and to create positive and lasting change in your organization. You should follow the principles of change management, such as creating a sense of urgency, building a coalition of support, empowering action, generating quick wins, consolidating gains, and anchoring change. You should also use a variety of tools and methods, such as training, coaching, mentoring, policies, procedures, incentives, recognition, and feedback, to foster a culture of learning, accountability, and collaboration. You should also monitor and adjust your implementation process, to address any issues or gaps, and to optimize your results.

5 Evaluate your DEI strategy and plan

The fifth step is to evaluate your DEI strategy and plan objectively and systematically, to measure and demonstrate your DEI progress and impact, and to identify areas for improvement and innovation. You should use a combination of quantitative and qualitative data, such as surveys, interviews, focus groups, observations, audits, and benchmarks, to assess your DEI performance and outcomes. You should also use a participatory and inclusive approach, to involve your employees, customers, partners, and other stakeholders in the evaluation process, and to solicit their feedback and suggestions. You should also communicate your evaluation findings and recommendations, to celebrate your successes, acknowledge your challenges, and share your learnings and insights.

6 Sustain your DEI strategy and plan

The sixth step is to sustain your DEI strategy and plan over time, to ensure that your DEI efforts are not a one-time or isolated initiative, but rather a continuous and integrated part of your organizational culture and strategy. You should use a variety of strategies and tactics, such as revisiting and updating your DEI vision and goals, reinforcing and rewarding your DEI behaviors and practices, integrating your DEI principles and standards into your organizational systems and processes, fostering a sense of ownership and commitment among your employees, customers, partners, and other stakeholders, and leveraging your DEI networks and partnerships. You should also keep abreast of the latest trends and developments in the field of DEI, and seek new opportunities and challenges to grow and innovate.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?