How to improve the performance and results of DEIP in your company

Diversity, Equity, Inclusion and Belonging (DEIP) practices have become increasingly relevant in the corporate environment, especially in the current context, where diversity is one of the main pillars for success and innovation in companies. However, for DEI&P strategies to generate concrete results, it is essential that the company's actions in this area are consistent and well-structured.

Recently, an article published by Forbes in the USA brought together 15 tips from leading professionals in the field of DEI&P on how to improve the performance of this practice within companies. In this article, we highlight the five main recommendations and explain how they can be applied in the Brazilian corporate context to ensure the success of DEI&P strategies.

1. See DEI&P as part of the culture and not as a one-off program
   A common mistake in companies is to treat diversity as an isolated and temporary program. This creates the perception that DEIP is just a one-off action, rather than a strategic priority. To guarantee consistent results, it is essential that DEIP is incorporated into the organization's culture, permeating all areas and hierarchical levels. Diversity must be a core value of the company, reflected in the daily lives of employees and in strategic decisions.
2. Do research and listen to under-represented groups
   Listening to those in under-represented groups is essential to identifying problems and gaps in the DEIP journey. Carrying out internal surveys, organizing focus groups and opening active listening channels are some ways of understanding the level of comfort and belonging of these employees. These initiatives also help to detect unconscious biases that may be present in the company, allowing for more effective corrective action.
3. Set clear goals and align DEI&P metrics with business objectives
   Setting concrete and measurable targets is crucial to the success of DEIP initiatives. When targets are clear, tangible and aligned with the company's strategic objectives, it becomes possible to monitor progress effectively and hold people accountable. In addition, it is important that targets are publicized so that the whole team knows what the company's commitments are in terms of diversity.
4. Qualitative data collection with affinity groups and committees
   Affinity groups play a key role in building an inclusive culture. That's why it's important for the company to collect qualitative data from these groups, allowing their voices to be heard and DEIP initiatives to be targeted according to employees' real needs and concerns. This active listening helps the company stay connected with the wishes of under-represented groups, promoting a more inclusive and aligned environment.
5. Analysis of turnover, satisfaction and sense of belonging indicators
   Monitoring indicators such as employee turnover, the level of satisfaction with the work environment and the sense of belonging are effective ways of assessing the impact of DEIP initiatives. This data provides a clear view of the company's progress in relation to diversity and helps to identify areas that need more attention. In addition, with the evolution of these indicators, it is possible to engage top management and strengthen the organization's commitment to diversity.

Other tips for improving DEI&P in your company

In addition to the five main tips, the Forbes article also provided other important recommendations for strengthening DEIP strategies:

• Consider DEIP programs from various anglesWhen implementing diversity, equity, inclusion and belonging initiatives, it is essential to approach the issue from different perspectives, considering intersectionality and the various forms of discrimination that can occur in the corporate environment.
• Align key metrics with business objectivesDEIP metrics need to be connected to the company's overall goals, ensuring that diversity is seen as a competitive advantage and not just an obligation.
• Get real information from the teamIn addition to quantitative data, it is important to collect qualitative information that reflects employees' experiences and perceptions of the company's diversity culture.
• Describe your vision and desired impactHaving a clear vision of what the company wants to achieve with DEI&P is fundamental. Share this vision with all employees and define the impact you hope to have on the organization and society.
• Create reliable and understandable metrics for engagementThe use of clear, easy-to-understand metrics helps to engage all employees in DEIP initiatives, encouraging active participation and awareness.
• Establish a frequent routine of conversations about DEIPMaintaining open and frequent dialog about diversity, equity, inclusion and belonging is an effective way of keeping the issue on the company's agenda and encouraging engagement at all levels.

Conclusion

Improving the performance and results of DEIP in a company requires commitment, strategy and the creation of an inclusive culture. Incorporating DEIP into the organizational culture, listening to underrepresented groups, setting clear and measurable goals, and monitoring performance indicators are essential steps for a successful journey. Although challenges may arise along the way, companies that prioritize DEI&P reap the rewards of a more innovative, productive environment that is aligned with the demands of contemporary society.

Implementing these practices on an ongoing basis not only helps to strengthen the company's image, but also has a positive impact on employee well-being and talent retention. A successful DEIP strategy goes beyond simply adhering to policies; it becomes part of the organization's DNA.

To find out more, check out original article in Forbes on how to assess areas that need improvement in a DEIP program.