Build Accountability into Your DEI Program

 Fri 11 June 2021

Build Accountability into Your DEI Program

If you want to make good on your company’s commitments to diversity, equity, and inclusion, you need to hold yourself, and the organization, accountable. 

(1) Start by being transparent about the current state. Share, both internally and externally, the data on racial representation among your ranks. Go beyond basic demographic numbers to include measures of equity in hiring and promotion rates, broken down by job level (entry, middle-management, and senior leadership).

(2)  Next, publicize your goals around hiring, promotions, retention, wage equality, and investments in DEI. 

(3) Then, incentivize managers to practice inclusive leadership. This often requires changing incentive structures to reward employees contributing to your DEI program, as well as those who hire and promote underrepresented leaders.

(4)  And reward people of color who take the lead on voluntary diversity efforts such as employee resource groups. Words and statements are important, but they aren’t enough. True accountability means aligning your words with actions that everyone can see.

This tip is adapted from “Businesses Must Be Accountable for Their Promises on Racial Justice,” by Laura Morgan Roberts and Megan Grayson