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  • Linda R. Taliaferro

How to “Normalize & Operationalize” DEI in Your Organization

Landing a corporate job requires jumping through hoops: screenings and tests and interviews. But how do you know when a company has crossed the line?

I’ll never forget the organization that called me back for 8 interviews. For the SAME POSITION. That requested evidence to support the credentials on my resume. Can you even picture it? Me taking my degrees off the wall and hauling them into their office.

The scary thing is, hiring managers are seldom this obvious. And a lot of times? They don’t even notice their biases. You just never hear back after that first interview.

How do you address the elephant in the room when you’re the only one who can see it? With these tools and tactics…

Diversity, Equity, and Inclusion Myth-busting

“There's a lot of myths out there. There's a lot of misconceptions about what is Diversity, Equity and Inclusion. People have this thought in their mind that they're gonna lose something or that it's reverse discrimination,” Cheryl Thompson, Founder of the Center for Automotive Diversity, Inclusion & Advancement (CADIA), told me during our recent interview.

Before you can get the green light for your DEI program, you need buy-in from the board. Your first step? Make a business case for what they’re really losing. Because not making DEI a priority means…

…leaving $1.05 trillion dollars on the table in lost productivity…

…lagging 19% behind diverse companies in revenue from innovation…

…and deterring investors due to your poor ESG reputation.

Present the data to prove DEI can take your enterprise to the next level financially, and morally.

3 Tools to Jumpstart Your DEI Program

Where do you start once key stakeholders are on board with your DEI initiative? Use these 3 tools to jumpstart your program:

1. Global Diversity, Equity, and Inclusion Benchmark (GDEIB)

GDEIB is a free, data-driven framework for building and maintaining a diverse and inclusive organization. This tool is a great place to start because it can help you assess your organization’s business rationale for a DEI program, and the barriers to implementation, such as your HR team:

  • “Fishing in the same pond” for candidates.

  • Assessing performance differently depending on race and gender.

  • Positioning only certain groups for advancement with mentorship and growth opportunities.

2. Google Parity Model

The Google Parity Model offers a wealth of information about creating a diverse, equitable, and inclusive workplace, including a checklist to help you determine where your company stands. You’ll also find a host of best practices.

3. Deloitte 6 Model

Deloitte has identified 6 signature traits of inclusive leadership: commitment, courage, curiosity, collaboration, cultural intelligence, and cognizance of bias. These behaviors can empower managers, stakeholders, and employees alike to personalize, identify, model, and advance DEI initiatives within the organization.

Call in the DEI Experts

Frameworks can be a great place to start — but how do you gauge your new program’s potential for success (& then progress)?

Calling in a DEI expert can be the next step. Thompson is here to help. Get in touch with her organization, CADIA, if you’d like DEI training and support for your company.

And, of course, I’m here for you if you want to take on your own stuff before effecting org-wide change. Book your one-on-one with me anytime.

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