2023 in Review: Growing, Learning, and Evolving DEI at DocuSign

As 2023 wraps up, I’m reflecting on the formative year we’ve had on the DEI and Experience team at DocuSign and the many key lessons that we’ve learned as we implemented the company’s first diversity equity and inclusion strategy.?

DEI is an ongoing and evolving field of practice that goes hand in hand with the employee experience. This work is not linear - nor is it easy - but when done with consistency and intentionality, it can transform a company’s culture and lead to positive business outcomes. In fact, companies in the top quartile for ethnic and racial diversity in management are 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity are 15% more likely to have returns above the industry mean.

This year, DEI and talent leaders were faced with tremendous societal and economic challenges.? The good news is that with challenging times comes the opportunity for growth. I’m proud of everything we’ve accomplished and learned at DocuSign this year because it means we will be even better moving forward.

Recently, my role at DocuSign expanded to take on talent and culture in addition to DEI, so I’ve had an even broader view of how all of these areas work together to make true business impact. Here are some of my biggest lessons learned this year and what to keep in mind in 2024:?

DEI must be embedded, not just embraced

One of the biggest learnings from my career is that DEI must be woven into every aspect of your company’s talent practices as you implement your strategy, especially for companies that are early in their journey. It needs to be so embedded that it doesn’t feel like a second or follow-up thought — rather, it’s a consideration that comes naturally with everything you do. For instance, at DocuSign, in addition to sponsoring specific development programs to support diverse identities across our organization, we also introduced a new approach at the senior levels of our organization that directly ties leadership compensation to workforce diversity metrics.?

Data-based decision-making is key

Lead with data, creating strategies that use insights to drive organizational change. The importance of measuring what you expect and inspecting what you measure is mission critical.?

By leaning into DEI reporting at DocuSign, we’ve been able to drive accountability, transform culture, offer new solutions, and demonstrate our commitment to trust and transparency. For example, after looking at the data, we saw the opportunity to increase the visible diversity of URP groups, so we’ve made a concerted effort to invest in and grow the next generation of leadership. This is a journey to which we remain committed, and addressing opportunities for greater impact is key.

Un-bias your systems - hiring is not enough

While it’s important to hire from a diverse set of populations, it’s equally important to have inclusive processes in place that mitigate bias in the way that you identify and screen for roles. This includes addressing not only who you recruit but the way they are recruited and when they are invited into the organization.

It’s imperative that your talent pool can see themselves having a great deal of success in the organization, so keep employee experience top of mind. Is leadership setting accountability measures to ensure the ongoing success of diverse employees? Are you creating an environment that truly embraces diverse audiences? If the answer is yes, then think about how that shows up in your talent brand.?

Build a culture of accountability from the top down

Most importantly, bring people along the journey. DEI work doesn’t stop with the recruiting team. It’s essential that everyone sees their individual role as part of driving the success of any diversity effort within an organization, whether that’s through the power of allyship or proactive measures.?

As DEI leaders, we are responsible for setting the tone and creating an environment that fosters a sense of belonging and a culture that reflects your company values. And according to Psychology Today, management transparency is seen as the top indicator of employee happiness and engagement. Lead with transparency and be clear with your teams that all employees are collectively responsible for upholding this mission.?

It’s one thing to have goals, it’s another to uncover and change behavior. I implore you to take a hard look at your DEI strategies and ask yourself whether you’re truly transforming company culture to embrace DEI or whether you’re checking off hiring quotas and calling it a job well done. As we head into 2024, we will continue challenging ourselves at DocuSign to grow, learn, and pivot when things aren’t working. Will you?