What is Diversity, Equity & Inclusion (DEI)?

Though we have extensive data on diversity, we know that 2020 changed the picture. It crystallized the need not only for a diverse organization but one that is equitable and inclusive at its foundation, creating a strategic imperative for today’s and future organizational success.

Our team performed a thorough search (including reviewing diversity thought leaders) and harvested
those concepts that would be most influential in supporting the strategic imperative.

The profound changes mandate reframing the way you think about doing business today.

Key elements of this new framework are:

DIVERSITY

 

The full range of ways a person can identify including, but not limited to, race, gender, cultural background, educational background, personality, religion and challenges.

 

 

EQUITY

 

The guarantee of fair treatment, access, opportunity, and advancement while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.

 

INCLUSION

 

Welcoming climate that embraces differences where every person is valued, heard, respected, empowered and feels a true sense of belonging and can contribute to his/he/their full potential.

 


 

- BACKGROUND -

NOW IS THE TIME...

A basic tenet of successful organizations, is to update practices & processes given changing situations. This ensures organizations have the needed capabilities to reach their goals.

 

Our organizational and social scenarios (clients, communities, values, work & technology) have been changing dramatically over the last 10 years. However, one of the most powerful scenario changes is the recent, intense focus on diversity, equity, inclusion both in our organizations and in our partnership with the communities we serve. It has altered the strategic landscape, becoming critical for the organization to properly utilize and embrace them.

 

Companies & organizations are under increasing pressure to address diversity, equity & inclusion, because DEI: 

Delivers higher and sustained performance; with more robust and effective:

– Talent acquisition & retention
– Customer/community relationships
– Use of resources
– Adaption to change
– Unique thinking and improved decision-making

 

Impacts “brand” influence; being seen as diverse, equitable & inclusive has become essential to an organization’s reputation

Drives positive change in the communities they serve; provides the opportunity for organizations to use their considerable influence, as an often deep-rooted part of their community, to support a healthy societal compact – equity for all.

EMBEDDING DIVERSITY, EQUITY & INCLUSION...

Though diversity has been on the radar for a while, diversity alone doesn’t move your organization forward; inclusion and equity are integral parts. Even if “the room” is vastly diverse, if those unique perspectives aren’t being heard and people do not feel a sense of belonging, the impact is lost.

 

What is needed for a company/organization to move forward?

Recognize that the diversity tactics to date have been inadequate (particularly to establish equity & inclusion):

Mostly it’s been a matter of “numbers of…”; looking to add demographics that are underrepresented

Seen as an HR issue; peripheral to the “business/work” of an organization

Diversity training not effective; has not been shown to change ingrained beliefs or alter an employee’s behavior towards others

Led to diversity fatigue; many managers have acquired a DEI “been there, done that (didn’t work)” mentality

Make diversity, equity & inclusion foundational to the organization’s success; a basic tenet that cascades throughout the organization:

Assess current practices & processes (even successful ones) not only for their support of inclusion and equity but their entrenchment of demographic “silos” (compartmentalization of gender, ethnicity, age, orientation etc.) and biases

Adopt best practices that involve the full organizational modelvalues, structures and leadership

Communicate & support D E I practices & processes, applying the resources needed to implement/use

Measure best practices & processes both organizationally and use of by individual managers – manager practices being the backbone of real change

STONEHILL DEI

For over 35 years, Stonehill has been recognized for its deep understanding of organizational structure & process and leading edge, researched best practices needed to be successful in current scenarios. Together with additional partners, Stonehill DEI has deepened our experience and knowledge of organizational transformation.

 

Stonehill DEI has for many years, embraced the growing need to respond to diversity. Serving over 50 major organizations we have consistently identified important best practices & processes and have measured best practices through surveys and focus groups.

DEI RESEARCH

Though we have extensive data on diversity, we know that 2020 changed the picture. It crystallized the need not only for a diverse organization but one that is equitable and inclusive at its foundation, creating a strategic imperative for today’s and future organizational success.

 

Our team performed a thorough search (including reviewing diversity thought leaders) and harvested those concepts that would be most influential in supporting the strategic imperative. Our research also found:

► Attracting and recruiting is not enough to move forward, we know it not a numbers game, its a culture change. Having an organization that is truly “inclusive and equitable” will attract, retain and benefit from diversity. ”If you build it they will come.”

Equity and inclusion are not “invisible”, they have real, definable roots in an organization’s VALUES, STRUCTURE and LEADERSHIP.

DIVERSITY, EQUITY & INCLUSION BEST PRACTICES...

Using our in-depth knowledge of organizational transformation, we have crafted DEI actionable best practices that focus on building solutions, rather than defining problems.

 

For practices to be both “practices” and “best” they need to be:

 

Wholistic – Encompass the entire organizational platform

Current – Engage the most current scenarios

Powerful – Cover all the influential points in the organizational platform (values, structures and leadership)

Adoptable & doable – Work within an organization’s capability, resources and culture

Measurable – Quantifiable as to usage & surveyable to know how we doing on them

 

The 24 best practices (page 5) we have crafted cover VALUES, STRUCTURE and LEADERSHIP, focusing on the “influencers” critical to evolving the organization’s diversity, equity and inclusion capability.

DIVERSITY, EQUITY & INCLUSION BEST PRACTICES...

Stonehill has built an organizational survey mechanism for the best practices that will:

 

Engage your teams in the understanding/importance of today’s critical, leading-edge best practices

Provides meaningful measurement that gives tactical direction on diversity, equity and inclusion.

 

The survey is answered on a 1-5 extent scale and the report, to give you maximum insight, will compare various groups of responders that would help target tactics e.g., diverse, non-diverse, gender affiliation, job/levels, age ranges


 

Contact us today for a FREE CONSULTATION!