Set DE&I goals to build unified working cultures [top-down]

The one question all businesses are asking

It's a fair statement to make that?diversity, equity, and inclusion (DE&I)?seem to be three words popping into every strategic meeting. Individuals and companies are focused on becoming more inclusive (to foster a culture of belonging) yet unsure of how to make it stick.?Less than 50% of us know the definitions or directions of these terms (LMF, 2021) , yet everyone has a part to play to support the growth of their business.

In the last 18 months, I have led over 500+ diversity & inclusion training workshops only to realise that they all have one question in common -

"But - how do we get everyone in the business invested into DE&I?"

How to set DE&I goals?

To create more accountability within the business and ensure that everyone fosters inclusion, we encourage the leadership team to set one DE&I goal for themselves per performance review and share these with your direct reports(s) - asking them to do the same. Using this method, you bridge the DE&I gap from the top-down and spotlight the importance of working towards an equitable business model.?

The 3 stages of DE&I goals

Identify in the three stages (below) where you currently find yourself in the journey and set a goal for yourself:

1. Awareness?- Starting the journey [no or little knowledge]
2. Education?- Sharing the learnings [know]
3. Advocacy?- Supporting/Sponsoring others and ideas [knowledgeable in a particular area or approach]

Is there an example of a DE&I goal??

Example?(for the Education stage):

• Goal: Learn more about the pronouns for a mutual & respectable understanding
• What to do: Listen to a podcast every month and share this with my team plus learnings
• How to measure: 6 podcasts in 6 months with six key learnings

How to measure the DE&I goals?

Measuring the change is as important as setting the goal - to ensure that people are on track and to mitigate any blockers which may arise.

1. Co-create the timelines with your direct report to discuss & track- e.g. every month; you have a 15-minute session to track your progression goals.
2. Ask your team to present their goals during their check-ins?- sharing what is working well, what can be improved, and any learnings they have taken away so far.
3. Share your learnings with the broader business?- through blogs, slack messages, emails or show and tells.

What are the benefits to the business?

• Ensure DE&I is considered as strategic as other areas when considering performance review
• Enable top-down and bottom-up to work together to build unified working cultures
• Empower discussions around diversity, equity & inclusion, knowing everyone has a role to play

If you need support or information on how I can help your business with its diversity & inclusion strategy or goals, email [email protected] for a free 15-minute discovery call.

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Sonya Barlow is an award-winning entrepreneur, founder of the?@LMFnetwork,? diversity business coach and motivational speaker. Her efforts are focused on bridging the skills gap and creating inclusive cultures. . She has delivered two?TEDx Talks ?and is acknowledged as an international keynote speaker. Sonya has had her articles published in Metro newspaper, Sifted EU and The Telegraph. Her businesses have partnered with global companies such as?Babbel, Steady, Institute of Coding, GoCo Group, Barclays, Financial Times and BMW.?In 2020, she was named as one of the Most Influential Women in Tech (Computerweekly), Winner of the Women in Software Changemakers (Makers and Google), Top 50 BAME Entrepreneurs (TechRound), Future Shaper 2020 (Marie Claire) and Forbes 30 Under 30 Shortlist runner up 2021. In 2021, Sonya became a published author sharing her debut handbook on entrepreneurship, business & becoming your own boss titled:?Unprepared to Entrepreneur ?and was announced as the host of?BBC Asian Network’s The Everyday Hustle.

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