Companies have made big bets on diversity, equity, and inclusion (DEI) efforts hoping to drive better business results. While DEI has gotten a lot of focus and investment, not everyone has figured out how to do it well. Two-thirds of organizations (65%) say DE&I is a high strategic priority, but 67% say their organization is, at best, only somewhat successful at creating a workplace that is diverse, equitable, and inclusive (HBR-AS/SHRM study, 2021).
The DEI playbook usually includes adding senior-level leaders, setting ambitious goals, providing new employee resources, and measuring and reporting progress. But with so many companies falling short on results, more is needed to truly deliver the goods.
The reality is that a company meets or misses its goals on the front lines. Many managers may not have the tools or know-how to move the needle. Broad policy changes may not be enough to address the needs of underrepresented employees. Leaders need a way to identify and highlight individual attributes that support the company’s mission and purpose – especially those that may emerge differently than with other employee populations – to recruit and retain diverse team members. Environmental factors that affect performance may also need to be addressed.
Unfortunately, many of the leading strength assessments compare responses to millions of others and may not fully honor a person's diverse experiences and perspectives. “While equality means giving everyone the same resources, equity means giving individual employees the resources and opportunities specific to their needs so that they can reach the same level of success as their colleagues,” stated Candice Bristow on Tech Crunch.
An effective DEI program would help underrepresented employees understand their unique ability to contribute and thrive. It would also establish a shared understanding with front-line managers so they can assign meaningful work that fulfills the organization’s goals and each team member’s strengths and purpose. This ultimately would create significant and lasting progress – driving business results, enhancing company culture, and achieving equity and inclusion goals.
In the end the unique contributions of each employee drive business success. Improving an organization’s ability to honor individual strengths and preferences can be a game changer in realizing DEI return on investment. Schedule a demo today to see how truTM Strength Realization can help your company deliver on the promise of DEI.