DEI, DEIB, Equity & Inclusion for All: Ways to Advance the Work in 2025

By Candance Chow , CEO of NextGroup, LLC

The winds are shifting when it comes to corporate messaging and strategy around Diversity, Equity and Inclusion (DEI): what it is, what it is called, etc. As a nonprofit leader or mission-based organization looking forward, you should be less concerned about what you call it and more focused on the value and importance of creating a culture that empowers and nurtures diversity of thought and contribution.?

Regardless of shifting political winds, let’s not lose sight of the reason we started all this talk in the first place (in addition to the recognition of systemic bias and racism in our systems):?

• Diverse thought is better thought?

• Diverse voices bring better outcomes?

• Diverse teams are stronger teams?

The only way to create and retain these teams is to imbue respect for differences in all aspects of the organization.??

If you agree with this rather basic premise, you can cut through all the acronyms and focus on steps to moving your team forward. Here are some steps to make progress.?

It’s not easy, but it is relatively straightforward. If you and your team can focus on moving the ball in these three areas, you can worry less about the term DEI and more about the impact.?

Step 1 – Articulating the Value: Has leadership ever shared their own personal whys for DEI? This can happen at the CEO/Executive Director level but should cascade through team leadership in an authentic and personal way for each team.???

Step 2 – Consistent, Ongoing Dialogue: What is your standing mechanism to reflect on and voice what’s going well and what’s not there yet?? And how are you tracking actions and follow-ups to these dialogues??Creating a culture of inclusion doesn’t happen in one, two, or 10 training sessions; it happens in the daily routines and practices of our teams.?

Step 3 – Measuring Our Progress: Measuring progress is not the same as setting “diversity targets.” Every organization can and should create a pulse on the progress.?With every initiative, whether focused on recruitment, engagement, or belonging, you should report on what’s been done and the impact that had on the organization.??

Overall, it’s important to take ownership of DEI initiatives in the organization and ensure your colleagues see the results.?

If you are interested in learning more about ensuring your commitment to diversity and inclusion thrives going forward, review the resources below.? And if you would like to sign up for NextGroup’s quarterly newsletter on Advancing Inclusion in the Workplace, email us at [email protected] and say “sign me up for Advancing Inclusion”?

Additional Resources:?

1. Elevated Diversity – Embracing DEI Beyond the Controversy
2. Forbes – The 2024 DEI Outlook
3. The Diversity Movement – The 10 Most Common Objections to DEI and How to Respond
4. Taneo – DEI in an Era of Unrest: A Few Truths and a Path Forward

NextGroup is here to support you at every step of the journey! We can certainly partner on your search and recruiting needs, but we are also here to offer perspective and resources on your overall talent, diversity & inclusion strategy. Email [email protected] or check out our website at www.nextgroupus.com for more information.?

NextGroup was launched in 2019 with a mission to advance diverse, inclusive workplaces through career support for individuals and search support for employers who need their talent. We assist non-profits and high-growth organizations through full-cycle, high-touch search services for roles from mid-level professionals to senior leaders.? How?? We have built a talent network of more than 8,000 women and professionals of color in Chicagoland who are in transition and need career support. We, then, work with employers to recruit full-time, part-time, and project-based talent for their professional and management ranks.?