Implementing Metrics-Based Diversity, Equity, and Inclusion Programs: Recruiting, Retention, and Leadership Advancement

Description

There is no "one size" fits all DEI policy. Rather, today's DEI programs incorporate key strategic principles that are based on data-driven emerging research. The panel will discuss how to create an effective DEI practice that is not a "check the box" approach, but rather one that incorporates compliance metrics based on industry benchmarks. To do this, businesses must first assess where they currently stand. An internal audit of their current workplace systems provides insights on a company's starting point so they can set realistic intentions for future goals and outcomes.

Once goals are set, then the employer can develop a customized agile DEI framework that is applied to all parts of the business. An agile DEI program strives toward balancing a business' core values, labor market trends, employee demographic data, evolving industry standards, and emerging legal compliance rules, that not only meet today's marketplace demands but also keep pace with the future of our workplaces. The panel will discuss how to clearly calibrate where a business may be today with where they want to be in one to five years. An organization's DEI mission cannot be achieved overnight--it is a long-term investment that requires strategic engagement by all levels of an organization in order to succeed.

Labor market research shows that in less than five years, there will be more jobs than available domestic workers. The "Great Resignation" has further perpetuated this phenomenon. That means employers will have to rely on recruiting beyond just our borders to fill key positions. Therefore, while many employer DEI programs have historically focused on race and gender, it is equally important today to broaden efforts to promote diversity to include age, ethnicity, religion, disability, immigration status, gender identity, and sexual orientation. To do this effectively will require businesses to focus on the intersectionality of labor market trends, immigration, and DEI efforts.

If a DEI policy is not carefully crafted and implemented, it can lead to expensive lawsuits that can irreparably harm brand reputation. Learn litigation prevention strategies by applying DEI risk mitigation principles. Workplace harassment and other DEI education/training are foundational to litigation prevention but must comply with evolving federal and state employment laws and be coupled with actionable and measurable goals with an eye toward accountability and transparency.

A DEI policy must also be carefully communicated with clear and inclusive language. An organization can have well-meaning DEI programs, but if it does not incorporate inclusive communication best practices, it can negatively impact recruiting, hiring, and retention. Learn how to ensure your company's communication practices meet today's marketplace language test and also align with the company's mission, values, and goals.

Whether your organization has already invested in DEI programming, or this has just been added to your job description, you will learn how to institute strategic best practices in order to implement a legally compliant DEI engagement that champions a diverse and inclusive workforce to meet today's labor market.

Listen as our panel discusses best practices for creating the metrics of a well-balanced and compliant DEI program.