PART 1 - Transforming DEI Training into Action: 3 Steps Corporate Leaders should take after DEI and

Diversity, Equity, and Inclusion initiatives have become integral components of successful organizational cultures. Many organizations have embraced DEI training as a crucial first step towards building more diverse and inclusive workplaces. However, the true impact of these efforts is realized not in the training room but in the tangible actions taken afterward. The goal of DEI training should always be an improved and sustainable culture of inclusion and high performance. In this 2-Part blog post, we'll explore practical steps that corporate leaders can take to convert their DEI and training into real, lasting change within their organizations.

Set Clear, Measurable Goals

One of the most crucial steps after DEI training is to set specific, measurable DEI goals as well as Key Performance Indicators (KPIs) to assess progress toward these goals. These goals might include increasing diversity in leadership roles, reducing turnover among underrepresented groups, or enhancing the representation of marginalized voices in decision-making processes. Setting these targets provides a roadmap for your organization to follow. Your organization should regularly review progress toward these DEI goals and be prepared to adjust your strategies based on feedback and results.

Foster Accountability

Accountability is key to making progress in DEI. Corporate leaders should hold themselves and their teams accountable for achieving DEI goals just as they would hold themselves accountable for achieving sales goals or marketing goals as the DEI strategy should be considered a strategy to achieving all other business objectives. We’ve discussed in previous articles how investments in DEI should offer strategic advantages that improve business outcomes. Accountability is a cornerstone of making DEI training meaningful.

Allocate Resources

Corporate leaders should allocate the necessary resources to support their DEI initiatives. Turning DEI training into action requires resources, in terms of personnel, time and budget. This might include creating new roles, funding diversity initiatives, carving out time for DEI strategic planning and education, or investing in technology that supports diversity and inclusion efforts.Allocating the appropriate resources demonstrates a company's genuine commitment to DEI. It sends a clear message that DEI initiatives and training are not just symbolic or compliance gestures but are essential for the organization's core values and future success.

Conclusion

These are but a few actions that corporate leaders can continue the work to build a diverse, inclusive, and high performing organization alongside the crucial component of DEI training. Stay tuned for part 2 where we will discuss three more ways leaders can continue to further their organization’s commitment to diversity and inclusion to deliver results.