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Prior to onboarding the right people , DEI policies need to be implemented and reinforced by business leaders , Sosa says : “ This will build on an inclusive culture that helps support and retain diverse talent . DEI should have a defined budget that accomplishes what is outlined in the DEI strategic plan . Leaders should incorporate a comprehensive training programme in the DEI strategic plan that includes all employees embarking on a long-term learning journey . This training cannot be a one-off class – it shoud be part of a larger educational strategy .
“ It ’ s imperative to establish a DEI advisory committee that includes all senior executives starting with the CEO , consistently engaging with them in the formulation and execution of the DEI strategic plan .
“ Businesses also need to develop a communicating strategy that consistently promotes the importance of DEI , while creating an environment of psychological safety and inclusion , transparently communicates the DEI goals and accomplishments of the organisation and encouraging , listening , and acting upon employee feedback .”
Did you know ?
1 . Diverse management has been shown to increase revenue by 19 %
2 . Diverse companies enjoy 2.5-times higher cash flow per employee
3 . Gender-diverse companies and executive teams outperform less gender-diverse peers sustainabilitymag . com 83