The Power of Defining DEI Within Your Organization’s Unique Context

By: Dr. Ramon Pastrano

After my recent article, some readers reached out with thought-provoking questions that highlight the challenges organizations face in fostering DEI environments. They asked, “How do you build shared meaning? How do you get everyone aligned behind a common understanding of DEI? And how do you cultivate commitment and accountability?” These are crucial questions for anyone striving to create equitable and inclusive spaces, and in this follow-up, I aim to explore practical strategies and insights to address them.

Building a Shared Organizational Language

Diversity, Equity, and Inclusion (DEI) have been central to conversations in workplaces for years. Yet, despite the increasing focus on these topics, many organizations still struggle to define DEI in a way that fosters shared understanding and genuine commitment. Without clarity, DEI efforts risk becoming fragmented, misunderstood, or reduced to performative actions that fail to deliver meaningful transformation.

This article explores the power of defining DEI through the lens of shared organizational language and offers practical steps for leaders to create alignment, accountability, and sustained commitment—grounded in lessons I’ve learned working directly with clients who face these challenges every day.

The Challenges of Defining DEI

In my work with clients, I’ve seen firsthand how the difficulty in defining DEI can derail well-intentioned initiatives. I often begin conversations with this question: 'When I say DEI, what is the first thing that comes to your mind?' It’s fascinating to observe the diverse ways people process, understand, and articulate DEI. The outcomes are always consistent—every response is unique and grounded on each individual past experiences.

DEI it’s not just a collection of initiatives or policies—it’s a fundamental shift in culture, requiring nuanced understanding and intentional action. Leaders must confront several challenges:

First, Assumptions of Shared Meaning- It is human nature to assume others interpret terms like “diversity” or “inclusion” in the same way we do. However, I’ve observed how these assumptions often lead to misalignment, as individuals bring their own experiences, biases, and interpretations to the table. There are not two people in this world who experience and process the same phenomenon in the same way.

Second, Dynamic and Evolving Culture: Organizational culture is nonlinear, dynamic and ever-changing. Without cultural competence, leaders risk creating definitions that fail to reflect the lived realities of their employees or address systemic inequities. I’ve had clients realize mid-initiative that their cultural assumptions needed recalibration.

Third, The Complexity of Intersectionality: DEI must account for the diverse identities and experiences that employees bring to the workplace. Building a shared understanding requires space for these complexities to be explored and acknowledged—a lesson I’ve learned through facilitating difficult but transformative conversations with diverse teams.

Why Defining DEI Matters

The importance of a shared organizational language cannot be overstated. When everyone in an organization aligns around a clear definition of DEI, I’ve witnessed profound transformations:

• Commitment Increases--Employees and leaders are more likely to invest in initiatives that feel authentic and aligned with their values. I’ve seen teams move from skepticism to enthusiasm when they understand the “why.”
• Accountability Becomes Possible--Clear definitions allow organizations to set measurable goals, track progress, and hold themselves accountable for results. A client once told me that a clearly defined DEI framework gave them the structure they needed to take action.
• Culture Transformation Begins--A shared understanding creates a foundation for long-term cultural change, fostering trust and engagement across teams. I’ve seen organizations build trust through clarity, creating environments where employees feel valued and heard.

Steps to Build a Shared Organizational Language for DEI

Start with the "Why”: The foundation of any DEI effort lies in understanding its purpose. Why does DEI matter to your organization? This begins with making the business case. Numerous studies demonstrate the tangible benefits of diversity: Companies with high levels of gender and ethnic diversity outperform others by up to 35% (McKinsey & Company, 2020). Organizations with diverse management teams see 19% higher revenues due to innovation (Boston Consulting Group, 2018). 67% of job seekers consider workplace diversity an important factor when evaluating potential employers (Glassdoor, 2014).

These statistics shift the narrative from DEI as a “nice-to-have” to an essential driver of business success. Communicating this "why” provides a compelling starting point for creating shared meaning. I’ve seen how emphasizing the business case can turn hesitant stakeholders into active supporters.

1. Assess Organizational Culture: From the inside out…Before defining DEI, organizations must take a close look at their existing culture. Can employees articulate the company’s mission, vision, and values with clarity? Do employees’ experiences align with leadership’s perceptions? This phase helps surface implicit assumptions and identify areas where culture may be misaligned. I’ve worked with clients where this assessment uncovered blind spots, paving the way for meaningful change.
2. Engage Employees in the Process: Creating a shared language requires input from across the organization. Leaders should convene diverse teams—representing various departments, roles, and backgrounds—to co-create definitions of DEI that resonate with everyone. Tools like human-centered design can be invaluable here, as they prioritize the perspectives of those most impacted by DEI efforts. I’ve facilitated sessions where employees became architects of their DEI strategy, and the ownership they felt was remarkable.
3. Clarify and Align Definitions: Once input is gathered, leaders must synthesize these insights into a clear, concise definition of DEI that reflects the organization’s unique culture and goals. This definition should be integrated into the organization’s policies, practices, and communications to ensure consistency.
4. Make the Implicit Explicit: Shared language extends beyond definitions to include the unspoken norms, values, and behaviors that shape organizational culture. By making these implicit elements explicit, organizations can address misalignments and foster greater transparency. I’ve seen this process lead to eye-opening realizations and stronger alignment across teams.

Building Commitment and Accountability

Defining DEI is just the beginning. To drive meaningful transformation, organizations must focus on building commitment and ensuring accountability:

Co-create Solutions: When employees are involved in defining DEI, they become invested in its success. Co-creation fosters ownership and ensures that solutions are relevant to the organization’s unique challenges. Organizations thrive when employees feel empowered to shape their own DEI journey.

Align Initiatives with Culture: DEI efforts must be woven into the fabric of organizational culture. This includes aligning recruitment, performance management, and leadership development practices with DEI principles. I’ve worked with clients to create alignment, and the results have been transformative.

Establish Metrics and Ownership: Transformation requires measurable goals and clear accountability. Organizations should track progress through regular assessments and assign ownership of DEI initiatives to leaders at all levels. One client shared how setting clear metrics helped them eliminate ambiguity and maintain momentum and focus.

Commit to Continuous Learning: There is no finish line… DEI is an evolving journey, not a one-time and done initiative. Leaders and employees must remain open to learning, adapting, and refining their approach as new challenges and opportunities emerge. I’ve witnessed how a commitment to learning can sustain DEI efforts over the long term.

Leaders...Be Strong and Courageous

True DEI leadership begins with asking tough questions: Are we prepared to make decisions about our people without understanding what informs us and them? Are we committed to seeing our employees as whole individuals, with unique values, beliefs, and experiences?

By building a shared organizational language around DEI, leaders can foster a workplace where everyone feels valued and empowered to contribute. This alignment lays the foundation for cultural transformation, driving innovation, engagement, and long-term success.

The journey to define DEI is not without its challenges, but it is one of the most impactful steps an organization can take. Let this be a call to action for leaders everywhere: Start with clarity, engage your teams, and commit to the transformative power of inclusion.