3 essentials for DEI success: The ‘why,’ supporting data, stakeholder engagement

So you’re looking to implement – or revive – a diversity, equity and inclusion (DEI) initiative for your organization. First things first: Do you have a clear understanding of why you’re doing it and what you’re trying to accomplish?

Workplace culture consultant, executive advisor on diversity strategies and founder of Rework Work Stacey Gordon offered this example of why DEI can hit a dead end because of an undefined purpose. “You’re thinking gender diversity, I’m thinking overall diversity (and another executive is) thinking we want racial diversity. And then we go off and we tell our recruitment team what we’re looking for, and they come back with something completely different,” she said in an episode of the HRMorning podcast “Voices of HR.”
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