How can you incorporate DEI into your CSR strategy?

The first step to incorporating DEI into your CSR strategy is to reassess your corporate mission, vision, and values. Are you a new company that is still aligning to those recently set out or have you been operating for many years now and in a time where the importance of social impact has only grown? Before combining these two functions, you need to make sure that the new plan is anchored to and aligns with your overall values and goals. Then assess your operations, communication, and organizational structure. Often DEI sits in an HR function and CSR in a marketing/comms one. Even before looking at your DEI current state, it is important to think of who will be responsible for looking after both and how they will work together.

Also assess and understand the current state of the under-represented populations you are serving. This should be done in parallel or in advance of assessing your own organization/business state. Once you thoroughly understand the needs of the community, you can better develop programs that will address those needs -- while remaining true to the capacity and current state of your business/org.

Utilizing my social impact expertise, recommend integrating DEI into CSR: 1. Assess current DEI state: Audit policies and practices using benchmarks like Global DEI Benchmarks. 2. Set goals: Define mission-aligned objectives for a tailored approach. 3. Implement action plan: Take tangible steps across organizational levels. 4. Monitor and adapt: Regularly assess progress, adapting strategies as needed. Incorporate industry benchmarks for informed decision-making.

Drawing from my experience in social impact, the second step in incorporating DEI into your CSR strategy involves setting goals and priorities: 1. Leverage assessment results: Based on my expertise, use findings to define your vision, mission, and values for DEI. 2. Craft SMART objectives: Building on my experience, ensure goals are specific, measurable, achievable, relevant, and time-bound. 3. Prioritize focus areas: Informed by my insights, consider resources, capacities, and stakeholder expectations when determining key initiatives. 4. Align with CSR strategy: Reflecting my experience, ensure your DEI goals resonate with your overall CSR strategy and business objectives, showcasing a genuine commitment to positive social impact.

Executive leadership should be a key part of setting the vision and organizational priorities for DEI so that employees understand there’s buy-in at the top. However, that alone is not enough. Once priorities are set, leadership should model the behavior and practices they committed to.

A program named "Diversity Synergy" is aimed at increasing workplace diversity and fostering innovation by bringing together voluntary participants from different departments. Participants collaborate on specific projects, engage in diverse training sessions, and continuously enhance the program through feedback. It strengthens teamwork, reveals various talents, and enriches company culture by promoting diversity awareness.

Remember, the goal is for Diversity, Equity and Inclusion to be an intrinsic part of your organisation, not a separate entity. The idea is that DEI becomes deeply rooted in your company's values and culture, and not just a tick-box exercise with a dedicated group. Empowering everyone in the company to become DEI Champions is how you can really transform your industry and lead by example.

Begin by understanding -- at the very top (C-suite) -- that DEI is fundamental to advancing sustainability, and, in fact, growing the company's value! At present, businesses & society are only engaging a small circle -- an exclusive group of people -- in their workforces & understanding of markets. By including people who are BIPOC, LGBTQ+, refugees & immigrants, & people w disabilities, companies will grow valuable human capital & access to vast & growing markets. These are economic development opportunities for companies & society; it is a moral imperative as well. Evidence & case studies are in my new book.

Consider the adage 'never meet your heroes' or recall a time when meeting a celebrity left you underwhelmed. DEI efforts sometimes mirror this experience. Many have their own idea of what DEI embodies, which may not fully align with the experiences and perspectives of underrepresented groups. This discrepancy leads to a disconnect in understanding. Just as our perceptions of celebrities often differ from reality, our understanding of DEI can be skewed. The key lies in transitioning from these misconceptions to building genuinely relatable relationships and fostering authentic inclusion.