3 Tips for Creating An Authentic and Engaging Dei Program
Navigating the complexities of Diversity, Equity, and Inclusion (DEI) programs can be daunting. This article distills expert advice into actionable tips to forge authentic and engaging DEI strategies. Discover how to create a program that resonates with intentionality, cultural understanding, and skill-building opportunities.
- Prioritize Intentionality and Accountability
- Understand Current Culture and Needs
- Focus on Skills and Opportunities
Prioritize Intentionality and Accountability
Authenticity in DEI starts with introspection. Too many organizations dive into initiatives without first examining their own culture, leadership, and blind spots.
The result? Performative programs that fail to resonate.
My advice: prioritize intentionality and accountability. DEI isn't a checklist or a PR move... it's a commitment to systemic change.
Start by understanding the lived experiences within your organization. Create spaces where employees feel safe to share their stories without fear of retaliation. Then, act on that feedback with measurable goals tied to leadership accountability.
DEI should be embedded into every aspect of the business, from hiring to decision-making to vendor selection. If leadership isn't fully invested, beyond statements and workshops, it will fail.
People see through lip service. Be bold, be uncomfortable, and be relentless in holding your organization to a higher standard.
You'll ultimately win, financially and otherwise.
Understand Current Culture and Needs
To create an authentic and engaging DEI program, it's essential to start by understanding your organization's current culture and needs. A valuable best practice is to gather input directly from those who will participate in the program to ensure it resonates with them. This can be done through targeted surveys with questions such as:
- What outcomes would you like to achieve from this program?
- What skills or tools would help you improve DEIB awareness and foster a culture of belonging?
- What barriers might prevent you from fully participating in DEIB programs?
By understanding the unique dynamics of your organization, you can tailor the program to meet participants' needs. For example, if the culture values smaller group discussions, you can design workshops to incorporate meaningful, small-group conversations. Similarly, if psychological safety is a concern, prioritize creating a program structure that fosters and emphasizes safety throughout the experience.
Authenticity in DEI programming comes from ensuring it aligns with the lived experiences of employees while addressing the specific challenges and opportunities within the organization.
Focus on Skills and Opportunities
The best way to make a DEI program authentic is to focus on what truly matters-skills and opportunities. At Testlify, we shifted our hiring process to be skills-based instead of relying on traditional resumes. This meant candidates were assessed purely on their abilities through structured assessments and practical tasks, rather than where they went to school or their previous job titles. This approach removed a lot of bias and opened the door for talent from diverse backgrounds who might have been overlooked otherwise. For instance, after implementing this, we saw a 40% increase in hires from underrepresented groups within a year. We also involved the entire team in shaping our DEI goals. Instead of management deciding everything, we gathered feedback through anonymous surveys and team discussions. This helped us introduce meaningful changes, like flexible holidays and mentorship programs for career growth.
