Outreach and Engagement
Overview
To ensure the success of diversity, equity, and inclusion (DEI) as well as accessibility and belonging, efforts within an organization, both internal and external outreach and engagement are crucial. These efforts create a culture of inclusivity, support systemic change, and foster a community that aligns with the organization’s DEI goals.
A comprehensive DEI strategy requires both internal and external outreach and engagement. Internally, leaders must foster a culture of inclusion through transparent communication, continuous training, and strong employee resource groups. Externally, organizations must engage with diverse communities, establish diverse talent pipelines, and demonstrate accountability through public reporting. By integrating both internal and external efforts, DEI initiatives become deeply rooted in the organization’s values and operations, creating a more inclusive and equitable environment where all employees can thrive.
The risks of not incorporating internal and external outreach and engagement into an organization’s DEI efforts are significant and can undermine the entire program, leading to a lack of trust, credibility, and progress. When outreach and engagement are neglected, it sends a message that diversity, equity, inclusion, accessibility, and belonging (DEIAB) are not truly prioritized, which can derail the program in the following ways:
1. Loss of Employee Trust and Buy-In
Without internal outreach and consistent engagement from leadership, employees may feel that DEI efforts are merely performative or a “check-the-box” exercise. If employees, particularly those from marginalized groups, perceive DEI as insincere or disconnected from everyday practices, it can lead to:
- Disengagement: Employees may feel alienated, which decreases their participation in DEI initiatives and erodes morale.
- Skepticism: If employees don’t see leadership genuinely involved in DEI, they may not believe that the organization is serious about creating change. This can lead to mistrust.
- Increased Turnover: Employees who do not feel valued or included may leave the organization, particularly those from underrepresented groups, impacting retention.
2. DEI Initiatives Lack Depth and Impact
Internal and external engagement ensures that DEI initiatives are comprehensive and informed by the lived experiences of employees and the broader community. Without it:
- Lack of Representation: Without input from diverse employees (e.g., through Employee Resource Groups or feedback loops), DEI efforts may fail to address the real challenges and needs of underrepresented groups.
- Missed Insights: Engagement with external communities, organizations, and thought leaders brings fresh perspectives and innovative solutions. Without these, DEI initiatives can become stagnant, lacking creative strategies for inclusion.
- Limited Scope: DEI programs may focus too narrowly on compliance or surface-level changes (like policies) without addressing the deep-rooted cultural changes required for true inclusion.
3. Failure to Address Systemic Inequities
If external engagement is not prioritized, the organization may fail to understand and address larger societal inequities that affect employees' experiences and hinder progress toward a more inclusive workplace.
- Lack of Diverse Talent: Without external outreach to diverse communities, recruitment efforts will fall short, leading to a homogeneous workforce that lacks varied perspectives.
- Invisibility in the Broader DEI Community: Organizations that fail to participate in broader DEI conversations and partnerships may miss opportunities to collaborate with other businesses or community organizations working toward similar goals.
- Missed Opportunities for Accountability: External reporting and transparency hold organizations accountable for their progress, and without it, they risk not being taken seriously by external stakeholders, such as customers, investors, and the public.
4. Perceived Hypocrisy and Reputational Damage
If internal and external outreach is neglected, DEI programs may be perceived as superficial or inauthentic. In the worst case, this leads to reputational damage:
- Negative Public Perception: An organization that fails to engage with external communities or to report its DEI progress transparently may be seen as hypocritical. Claims of promoting DEI without showing real results can lead to negative media coverage, public criticism, and boycotts.
- Loss of Talent Attraction: In today’s market, top talent looks for employers that genuinely embrace diversity and inclusion. Without external engagement, the organization may not be viewed as an employer of choice for diverse talent pools.
- Loss of Customer and Stakeholder Trust: Consumers and partners increasingly prioritize organizations that demonstrate corporate social responsibility, including DEI. A failure to engage externally can lead to a loss of business, partnerships, and customer loyalty.
5. Lack of Accountability and Continuous Improvement
Without mechanisms to engage both internally and externally, DEI initiatives can become static and not evolve with changing societal and organizational needs:
- No Feedback Loop: Internal engagement (e.g., surveys, ERG feedback, open forums) provides valuable input that allows organizations to continuously adjust and refine DEI strategies. Without this, initiatives can become outdated or ineffective.
- Inconsistent Progress: DEI is not a one-time effort but a continuous process that requires regular assessment. Without external benchmarks, accountability through reporting, or engagement with best practices, the organization may not measure its success adequately or adapt its approach to changing challenges.
How These Risks Derail DEI Efforts
- Lack of Credibility: If an organization fails to engage internally and externally, employees, customers, and stakeholders may not believe in the sincerity or effectiveness of the DEI program. The perception of a lack of commitment can spread across the company, eroding trust.
- Employee Disengagement: Marginalized employees may feel unsupported, which leads to disengagement, low morale, and higher turnover. This creates a vicious cycle, as the lack of diversity and inclusion reduces the potential for diverse voices to be heard in the future.
- No Lasting Cultural Change: True DEI success requires embedding DEI into the organization's culture, processes, and systems. Without ongoing engagement, DEI efforts may remain surface-level, with no sustained cultural transformation or long-term behavior change.
- Reputation and Financial Risks: The organization risks alienating diverse talent, customers, and partners, potentially leading to both reputational damage and financial consequences, such as a loss of market share, difficulty recruiting talent, or decreased customer loyalty.
To avoid these risks and ensure the success of DEI efforts, organizations must take a holistic approach that includes:
- Ongoing internal engagement through employee feedback, leadership involvement, DEI training, and active participation in DEI initiatives.
- External engagement through partnerships with diverse communities, public accountability, and the use of external benchmarks to guide progress.
Leaders must demonstrate a strong, visible commitment to DEI efforts. This includes participation in DEI initiatives, personal advocacy, and serving as role models. This is important because employees are more likely to engage with DEI initiatives when they see leadership making it a priority. Leadership commitment sets the tone and culture for the entire organization. By making DEI a living, breathing part of the organization's internal culture and external brand, organizations can ensure that their DEI efforts are credible, sustainable, and impactful. This not only fosters a more inclusive workplace but also strengthens the organization’s long-term success and reputation.
Below are strategies for both internal and external engagement, and why they are essential for DEI success.
Strategies & Guides
Video Resources
Focus on promoting allyship, advocacy, and solidarity among employees to drive collective ownership of DEI goals. Promoting allyship, advocacy, and solidarity among employees is crucial for driving collective ownership of Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) goals. Companies can implement specific, actionable steps to ensure these values are embedded into the workplace culture. Below are key strategies that can help foster an environment where allyship and advocacy become a shared responsibility.
- Why it matters: DEI should not be siloed as the responsibility of underrepresented groups. Everyone in the organization should contribute to making it an inclusive space. When employees actively engage in allyship, advocacy, and solidarity, they foster an inclusive culture where everyone is responsible for creating a more equitable workplace. By implementing these actionable strategies, companies can ensure that DEIAB is not just the responsibility of a few but a shared commitment across the organization. This collective ownership drives sustainable change, strengthens employee engagement, and positions the company as a leader in diversity and inclusion efforts.
1: Offer Allyship Training and Workshops
- Why it matters: Many employees want to support their colleagues but may not know how to be effective allies. Training can equip them with the knowledge and tools to take meaningful actions.
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- Organize workshops on allyship that cover topics like how to recognize privilege, how to intervene when witnessing microaggressions, and ways to advocate for marginalized colleagues.
- Provide role-playing activities to help employees practice real-world allyship scenarios, such as how to speak up when they hear biased comments or how to support someone who is excluded.
- Teach active bystander intervention techniques, empowering employees to take action when they see discrimination or exclusion.
- Incorporate DEI principles into ongoing learning modules so allyship training is continuous, not a one-time event.
2: Establish a Formal Mentorship and Sponsorship Program
- Why it matters: Mentorship and sponsorship can help employees from underrepresented groups access opportunities and advance within the organization, while allies act as advocates for their career development.
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- Pair senior leaders with employees from marginalized groups for formal mentorship relationships that focus on career growth and navigating challenges.
- Encourage senior leaders and influential employees to sponsor high-potential employees from underrepresented backgrounds by advocating for them in promotion discussions, stretch assignments, and leadership opportunities.
- Create peer mentorship programs that promote cross-team connections and allow employees to share experiences and advice on how to practice allyship effectively.
3. Incorporate DEI Commitments into Performance Reviews and Leadership Expectations
- Why it matters: To ensure accountability, allyship and advocacy need to be part of how employees are evaluated and rewarded.
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- Add DEI goals as part of the performance evaluation process for all employees, not just leaders, ensuring everyone is responsible for contributing to a more inclusive environment.
- Set specific metrics around allyship (e.g., mentoring others, participating in ERG events, taking DEI training) and ensure employees’ progress in these areas is recognized.
- For leaders, make it clear that modeling inclusive behavior and fostering allyship are core leadership competencies, with a direct impact on bonuses, promotions, and overall performance ratings.
4. Create Employee Resource Groups (ERGs) for Underrepresented Communities and Allies
- Why it matters: ERGs create a space for both underrepresented employees and allies to engage, support each other, and take collective action toward DEI goals.
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- Launch ERGs with clear objectives related to community-building, professional development, and advocacy for specific groups (e.g., women, BIPOC, LGBTQ+, people with disabilities).
- Include ally membership in each ERG, ensuring that allies actively participate and learn about the experiences of underrepresented groups.
- Provide budget and resources for ERGs to lead workshops, social events, and advocacy projects that educate and engage the broader workforce.
- Ensure ERGs have direct access to senior leadership to influence decision-making, advocate for policy changes, and ensure allyship is incorporated into business strategies.
5. Lead by Example: Leadership Should Model Allyship and Advocacy
- Why it matters: When leaders actively engage in allyship, it sets the tone for the rest of the organization, demonstrating the importance of advocacy and inclusion.
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- Leadership visibility: Encourage leaders to attend ERG meetings, DEI events, and allyship workshops, showing they are personally committed to DEI initiatives.
- Leaders should share personal stories about how they are working to become better allies, advocate for underrepresented groups, and take accountability for driving inclusive practices.
- Ensure leaders publicly recognize employees who exemplify allyship, creating role models across the company and motivating others to engage in similar behaviors.
6: Celebrate Allyship Through DEI Campaigns and Recognition Programs
- Why it matters: Celebrating positive examples of allyship reinforces the message that allyship is valued and appreciated within the organization, encouraging more people to get involved.
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- Launch an Allyship of the Month program that recognizes employees who have demonstrated outstanding allyship, advocacy, or solidarity, and publicly celebrate their contributions.
- Run internal DEI campaigns that highlight allyship success stories, share best practices, and offer educational resources on how to be an effective ally.
- Create an allyship challenge or competition where employees can commit to specific allyship actions over a month or quarter (e.g., mentoring, attending training, advocating for inclusive policies), with incentives for those who complete it.
7: Provide Opportunities for Cross-Cultural Collaboration
- Why it matters: Interaction across different groups helps break down silos, challenge stereotypes, and promote solidarity among employees.
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- Encourage cross-functional teams where employees from diverse backgrounds collaborate on projects, ensuring different perspectives are integrated into decision-making processes.
- Host “Culture Day” events where employees can share aspects of their identity and background, promoting learning and appreciation of diversity.
- Facilitate job shadowing or cross-departmental learning opportunities, allowing employees to work in different areas of the organization and experience the unique challenges and contributions of colleagues from underrepresented backgrounds.
8: Create a Safe Environment for Dialogue and Learning
- Why it matters: To promote allyship and advocacy, employees must feel safe to engage in open conversations about identity, privilege, and systemic inequality without fear of backlash or judgment.
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- Host Brave Space Conversations where employees can discuss difficult topics like race, gender, sexuality, and ability in a non-judgmental environment. Encourage open dialogue and respectful listening.
- Offer bias and microaggression training that helps employees learn how to recognize and address harmful behaviors and foster a more inclusive environment.
- Establish anonymous reporting mechanisms where employees can safely report incidents of discrimination, exclusion, or bias without fear of retaliation.
9: Empower Employees to Advocate for Policy Changes
- Why it matters: Employees often see the barriers to inclusion in day-to-day operations and should be empowered to suggest and advocate for meaningful changes.
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- Create an inclusive innovation board where employees can submit ideas for improving DEI-related policies, benefits, or practices. Reward ideas that lead to meaningful changes.
- Involve employees in policy review committees to examine existing HR policies, benefits, and procedures through a DEI lens and suggest improvements.
- Give employees space and autonomy to lead DEI-focused projects, such as improving accessibility for people with disabilities or advocating for more inclusive family leave policies.
10: Foster a Collective Responsibility for DEI Goals
- Why it matters: For DEI goals to be truly embedded into the culture, every employee must see themselves as part of the solution.
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- Ensure that all team meetings include a DEI check-in or agenda item where employees can discuss inclusion, reflect on progress, and offer ideas for improvement.
- Develop team-based DEI goals where each department is accountable for driving specific inclusion-related outcomes (e.g., hiring diverse talent, increasing engagement for marginalized employees).
- Encourage employees to hold each other accountable for inclusive behavior and provide training on how to offer constructive feedback when colleagues witness bias or exclusion.
ERGs are voluntary, employee-led groups that are organized around shared identities, experiences, or interests (e.g., Women’s Leadership, LGBTQ+, BIPOC employees, etc.).
- Why it matters: ERGs provide a platform for underrepresented groups to express their needs and concerns, fostering inclusivity. They also help connect employees across departments, allowing for collaboration and advocacy on DEI matters.
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- Support ERGs with resources such as funding, time for participation, and executive sponsorship.
- Encourage cross-functional collaboration between ERGs and other departments to create more integrated DEI efforts.
- Use feedback from ERGs to inform organizational policies and practices.
View the category “Employee Resource Group” for more detailed information.
Ensuring that communication is accessible, inclusive, and transparent throughout the organization. By ensuring that communication is accessible, inclusive, and transparent, organizations build trust, foster a sense of belonging, and create a workplace where everyone can engage meaningfully.
This leads to improved employee satisfaction, higher retention rates, and a more collaborative and innovative environment. When communication is open, equitable, and respectful, the organization becomes a place where diverse perspectives are valued and all employees can thrive.
- Why it matters: Open, inclusive communication fosters trust and ensures that all voices are heard, particularly those from marginalized or underrepresented groups.
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- Establish feedback loops through surveys, listening sessions, and anonymous suggestion boxes where employees can share their experiences and ideas on DEI issues.
- Use multiple communication platforms (e.g., newsletters, intranet, town halls, video messages) to share DEI updates, goals, and progress.
Ensuring that communication is accessible, inclusive, and transparent throughout an organization will foster a culture of trust, collaboration, and inclusivity. Here are specific ways companies can achieve this:
1: Use Plain Language and Avoid Jargon
Clear, simple communication ensures that everyone, regardless of role, language proficiency, or background, understands the message. Jargon can exclude people who may not be familiar with industry-specific terms or technical language.
- How to do it:
- Train employees to communicate using plain language, especially in important documents, emails, and presentations.
- Create a glossary of common terms that can be referenced when using technical language is unavoidable.
- Offer writing workshops or resources to help staff develop clear communication skills.
2: Ensure Communication is Accessible to People with Disabilities
Accessibility ensures that all employees, regardless of any disabilities, can engage with company communications, contributing to a fully inclusive workplace.
- How to do it:
- Digital accessibility: Ensure that websites, emails, and other digital communications meet Web Content Accessibility Guidelines (WCAG). This includes features like screen reader compatibility, keyboard navigation, and alt text for images.
- Accessible formats: Provide documents in multiple formats (e.g., PDFs that are accessible to screen readers, transcripts for audio or video content, captions for videos).
- Assistive technologies: Ensure that company platforms (e.g., intranet, learning management systems) are compatible with assistive technologies, such as speech-to-text software and screen readers.
- Physical accessibility: For in-person meetings, ensure venues are accessible, with proper accommodations like ramps, seating, and hearing assistance devices.
3: Foster Open Dialogue through Multiple Channels
Employees have different communication preferences and comfort levels. Providing multiple channels for dialogue ensures that everyone has a way to engage, regardless of their preferred communication style.
- How to do it:
- Surveys: Regularly distribute anonymous surveys to gather feedback on DEI, workplace satisfaction, or operational issues.
- Town halls and Q&A sessions: Hold company-wide meetings where leadership addresses concerns and gives employees an opportunity to ask questions. Make sure these are open and employees are encouraged to participate.
- Focus groups and listening sessions: Organize smaller, more intimate groups where employees can share their concerns and ideas.
- One-on-one check-ins: Encourage managers to have regular check-ins with their team members to discuss how they feel about the inclusiveness of the work environment.
4: Provide Communication in Multiple Languages
In multilingual workforces, providing communication in multiple languages ensures inclusivity and removes language barriers that may exclude some employees from fully engaging with company communications.
- How to do it:
- Translate critical communications (e.g., policy changes, company-wide announcements) into the languages spoken by employees.
- Use professional translation services to ensure accuracy and cultural sensitivity.
- Consider offering multilingual training sessions or creating language-specific discussion groups.
5: Transparent Leadership Communication
Transparency from leadership helps build trust, align employees with organizational goals, and ensures that everyone has access to the same information. This is especially important during times of change or uncertainty.
- How to do it:
- Regular updates: Leaders should provide consistent updates on company performance, DEI initiatives, and important organizational changes through emails, newsletters, and videos.
- Open leadership channels: Create an open-door policy where employees can directly ask leadership questions or provide feedback.
- Transparency around DEI goals: Share DEI metrics, successes, and challenges openly. This shows that the company is serious about improving and holds itself accountable for progress.
6: Train Employees on Inclusive Communication
Not all employees may understand the nuances of inclusive communication, so training is essential to ensure respectful and inclusive dialogue across the organization.
- How to do it:
- Workshops: Offer regular training sessions on inclusive language, how to avoid microaggressions, and how to communicate respectfully with colleagues from diverse backgrounds.
- Microaggression awareness: Train employees to identify and eliminate microaggressions in the workplace (e.g., using stereotypical language or making assumptions based on race, gender, or other identities).
- Inclusive meetings: Teach leaders and managers how to facilitate inclusive meetings where everyone feels heard and valued.
7: Build Inclusive Communication into Company Policies
When inclusivity is formalized in communication policies, it becomes part of the organization's fabric, ensuring that inclusive practices are consistently applied.
- How to do it:
- Create and share guidelines on inclusive language for emails, meetings, and written communications. This includes using gender-neutral language (e.g., "they" instead of "he/she") and avoiding culturally insensitive phrases.
- Establish an inclusive communication policy that clearly outlines expectations for respectful and accessible communication across the organization.
- Ensure that DEI principles are included in the onboarding process so that new employees understand the importance of inclusive communication from day one.
8: Promote Feedback and Two-Way Communication
Employees should feel comfortable sharing feedback on communication practices, especially around inclusivity. Two-way communication helps identify areas for improvement and builds a sense of collaboration and inclusion.
- How to do it:
- Create opportunities for employees to provide feedback on communication methods (e.g., communication audits, anonymous suggestions).
- Leadership should solicit feedback regularly and act on it, demonstrating that employee input is valued and that changes are made based on their concerns.
- Use pulse surveys to track how employees feel about communication practices over time.
9: Acknowledge and Address Bias in Communication
Bias in communication can lead to exclusion, misunderstanding, or alienation of certain groups. Recognizing and addressing these biases ensures more equitable communication.
- How to do it:
- Train employees on unconscious bias and how it may manifest in communication (e.g., assuming a male leader is "more capable" or speaking in ways that downplay contributions from certain groups).
- Leaders should model unbiased communication by ensuring that all voices are heard and respected in meetings, emails, and public forums.
- Encourage employees to use language that is neutral, inclusive, and respectful to all identities.
10: Monitor and Assess Communication Effectiveness
Regularly evaluating communication practices ensures they are meeting accessibility and inclusivity goals, and helps identify areas for improvement.
- How to do it:
- Conduct regular assessments of communication channels to ensure they meet accessibility standards.
- Gather feedback from diverse employee groups to determine whether communications feel inclusive and accessible to them.
- Adjust communication strategies as needed based on feedback, data, and changes in the workforce.
- What it is: Offering continuous DEI training for employees at all levels, covering topics such as unconscious bias, microaggressions, inclusive leadership, and equitable decision-making.
- Why it matters: Regular training ensures that DEI concepts are embedded in the organization's culture and reinforces the knowledge and skills necessary to create an inclusive workplace.
- Actions:
- Implement DEI learning paths for different levels within the organization (e.g., leadership, managers, frontline staff).
- Incorporate DEI goals into employee performance reviews and development plans.
View the category “DEI Manager Training” for more information.
Establishing partnerships with organizations that represent underrepresented or marginalized communities can significantly bolster a company’s Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) efforts. These partnerships provide access to a diverse talent pipeline, offer opportunities for collaboration, and help align a company with important social causes.
Why it matters: External partnerships allow the organization to connect with diverse talent pools, gain insights from DEI thought leaders, and demonstrate a commitment to broader DEI efforts in the community. Below are actions your organization can take:
1: Identify Relevant Organizations and Build Relationships
Why it matters: Partnering with organizations that have a track record of supporting underrepresented communities is crucial to building trust and credibility within those groups. Actions your organization can take:
- Research organizations such as diversity councils, community groups, universities, and industry associations that align with your company’s DEI goals (e.g., National Urban League, National Association of Women MBAs, Out & Equal, etc.).
- Develop a list of potential partners and prioritize those with missions that closely align with your company’s vision of inclusion and equity.
- Initiate outreach through networking events, conferences, or direct communication with the leadership of these organizations. Attend their events to understand their mission and needs, and to begin building rapport.
- Appoint a dedicated team or leader (such as a DEI officer or partnerships coordinator) responsible for relationship management, ensuring consistent communication and collaboration.
2: Partner with organizations with Strong DEI Commitments
Why it matters: For example: Universities and colleges, especially Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and other institutions with diverse student bodies, provide a pipeline for talent and collaboration.
- Recruitment partnerships: Establish internship programs, mentorship opportunities, and scholarships with HBCUs, HSIs, and other minority-serving institutions (MSIs) to attract diverse talent.
- Host campus events: Conduct on-campus workshops, recruitment events, or guest lectures that focus on DEI topics and career pathways, giving students visibility into your company's commitment to diversity.
- Develop tailored career development programs: Offer career coaching, resume reviews, and interview preparation for underrepresented students to prepare them for opportunities within your company.
3: Collaborate with Industry Associations Focused on DEI
Why it matters: Industry associations focused on DEI, such as the National Diversity Council or Out & Equal, offer access to networks, resources, and thought leadership on inclusion and diversity in specific industries. Actions your organization can take are:
- Sponsorship and membership: Become a corporate sponsor or member of industry associations focused on DEI. This demonstrates your commitment to inclusion while providing your employees with networking opportunities.
- Joint events and conferences: Collaborate with these associations to host conferences, panels, and workshops that focus on diversity issues relevant to your industry. This positions your company as a leader in DEI and fosters partnerships with other organizations focused on the same goals.
- Leverage industry awards: Participate in or sponsor diversity awards or recognition programs that celebrate inclusive practices in your field, increasing visibility and promoting accountability.
4: Form Strategic Alliances with Diversity-Focused Non-Profits
Why it matters: Non-profit organizations like the National Urban League, the NAACP, or the Hispanic Association on Corporate Responsibility (HACR) are deeply embedded in the communities they serve and provide insights into underrepresented groups' needs. Steps your organization can take are:
- Skill-sharing and volunteer programs: Create a volunteer program where employees can share their expertise with these organizations through pro bono work, mentoring, or leadership development initiatives.
- Joint advocacy campaigns: Work with non-profits to co-create social advocacy campaigns.
5: Leverage External Expertise for DEI Training and Consultancy
Why it matters: External organizations specializing in DEI can provide valuable insights, training, and consultancy to help companies improve their internal policies, practices, and culture.
- Partner with DEI consultants, think tanks, or advocacy groups to develop training programs that address unconscious bias, cultural competence, and inclusive leadership for your company’s leadership and employees.
- Collaborate with external organizations to conduct DEI audits or assessments, ensuring that your company’s policies, practices, and culture are genuinely inclusive and aligned with best practices.
- Bring in DEI speakers and facilitators from marginalized communities to lead discussions, panel talks, and workshops on topics such as intersectionality, allyship, and systemic inequities.
- Work with industry associations to benchmark your company’s DEI progress against industry standards and develop action plans based on those insights.
6: Engage in Community Outreach and Volunteering
Why it matters: Active community engagement allows companies to build stronger relationships with underrepresented populations, creating goodwill and opening avenues for future collaboration.
- Encourage employees to participate in community service or volunteering opportunities with organizations that support marginalized communities (e.g., food banks, mentorship programs, educational initiatives).
- Organize corporate social responsibility (CSR) events that focus on DEI, such as sponsoring local community drives, partnering with nonprofits on social justice issues, or organizing inclusive hiring fairs.
- Build long-term partnerships with local community organizations to contribute resources, employee volunteer hours, and support for programs that empower underrepresented populations.
- Launch an employee donation-matching program where the company matches donations to organizations that focus on diversity and inclusion efforts.
7: Monitor and Evaluate the Impact of Partnerships
Why it matters: Continuous evaluation ensures that partnerships are making a meaningful impact and helps identify areas for improvement or expansion.
- Set clear, measurable goals for each partnership, such as increasing diversity in hiring, expanding access to training for underrepresented employees, or supporting community education initiatives.
- Conduct regular evaluations of partnership effectiveness by measuring progress against DEI metrics, soliciting feedback from partners, and assessing the overall impact on your company’s DEI objectives.
- Adjust strategies as needed based on data, feedback, and changing community needs, ensuring that partnerships remain relevant and impactful over time.
- Share success stories and progress updates both internally and externally, demonstrating the company’s commitment to supporting underrepresented communities.
Implementing a supplier diversity program that prioritizes partnerships with businesses owned by women, people of color, LGBTQ+ individuals, veterans, and people with disabilities.
Why it matters: Supplier diversity broadens the organization’s impact by promoting economic inclusion and addressing systemic inequities. Creating opportunities for minority-owned, women-owned, LGBTQ-owned, and disability-owned businesses through your supply chain supports broader economic equity and strengthens your company’s DEI impact. Actions your organization can take are:
- Set diversity targets for supplier contracts and provide mentorship or capacity-building support to diverse suppliers.
- Establish a supplier diversity program that actively seeks out and prioritizes contracts with businesses owned by individuals from underrepresented or marginalized groups.
- Partner with organizations like the National Minority Supplier Development Council (NMSDC), Women’s Business Enterprise National Council (WBENC), or Disability to identify and connect with diverse suppliers.
- Provide capacity-building support (e.g., training, mentoring, resources) to smaller, diverse suppliers to help them meet the requirements for partnering with your company.
- Track and report progress on your supplier diversity goals, ensuring that a percentage of contracts and procurement spending is directed toward diverse businesses.
- Promote the supplier diversity program within the organization and track its performance in line with DEI goals.
For more detailed information, please view the category “Supplier Diversity”.
Targeted efforts to recruit from diverse talent pools, ensuring that the organization is reaching underrepresented communities. Building recruitment pipelines through partnerships with diverse organizations helps companies attract underrepresented talent and ensure more inclusive hiring practices.
- Why it matters: Diverse recruitment helps ensure that the organization's workforce reflects a wide range of perspectives, skills, and experiences, which contributes to better decision-making and innovation. Some actions your organization can take are:
- Actions:some text
- Partner with professional networks, job boards, and career fairs that cater to diverse communities.
- Ensure that the recruitment process is free of bias by using tools like blind resume reviews and structured interviews.
- Develop formal partnerships with Hispanic-Serving Institutions, Tribal Colleges, HBCUs (Historically Black Colleges and Universities), and universities with a strong focus on diversity to recruit from their student and alumni populations.
- Offer scholarships, internships, and apprenticeship programs for students from underrepresented backgrounds to provide them with career opportunities and a pathway into the company.
- Collaborate with diversity-focused industry groups and professional networks (e.g., Society of Women Engineers, National Federation of the Blind, American Indian Science and Engineering Society, Latin Business Association, Asian American Professional Association, Society of Women Engineers, National Association of the Deaf, National Black MBA Association) to promote your job openings, leadership opportunities, and internships. For more information on various diverse organizations, visit the untapped diversity and inclusion organization list.
- Partner with veteran organizations or disability employment networks to ensure recruitment efforts target individuals from these communities.
For more detailed information, please view the “Human Resources” category.
Publicly sharing Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) goals, progress, and challenges is a critical step for companies to demonstrate transparency, accountability, and commitment to DEI efforts. It also builds trust with stakeholders, including customers, investors, and the broader community.
Why it matters: External transparency around DEI efforts builds trust with stakeholders and demonstrates the organization’s genuine commitment to inclusion. By publicly sharing DEI goals, progress, and challenges, companies can build trust, foster accountability, and demonstrate their genuine commitment to diversity, equity, and inclusion. These transparent practices strengthen relationships with stakeholders, including customers, investors, employees, and the broader community, and contribute to long-term success in achieving DEI objectives. Some actions your organization can take are:
1: Publish Annual DEI Reports
Why it matters: Annual DEI reports provide a formalized, comprehensive overview of the company’s DEI goals, progress, and areas for improvement. They serve as a key tool for transparency and accountability. Steps your organization can take:
- Include quantitative data (e.g., diversity metrics in hiring, pay equity, employee demographics, retention rates, promotion rates for underrepresented groups) and qualitative data (e.g., employee surveys, DEI training participation, testimonials).
- Share progress on DEI goals, highlighting both successes and areas where the company fell short, and explain how the company plans to address challenges moving forward.
- Use visualizations such as charts, infographics, and graphs to make the report accessible and easy to understand.
- Make the report publicly available on the company’s website and promote it through newsletters, social media, and press releases.
2: Host Public DEI Town Halls or Webinars
Why it matters: DEI town halls or webinars provide a platform for company leadership to directly communicate with stakeholders about the company’s DEI initiatives and progress. This fosters open dialogue and invites feedback. Steps your organization can take are:
- Organize quarterly or annual DEI town halls where leadership shares updates on DEI initiatives, listens to concerns, and answers questions from employees, customers, investors, and community members.
- Ensure these town halls are inclusive and accessible by providing accommodations such as closed captioning, sign language interpretation, and materials in multiple languages.
- Invite external DEI experts, community leaders, or employees to participate as speakers or panelists to provide diverse perspectives.
- Record and share the webinars with external stakeholders via social media, email, and your company’s website.
3: Create a DEI Dashboard on the Company Website
Why it matters: A DEI dashboard provides real-time updates on the company’s DEI goals, progress, and challenges. It’s a dynamic and accessible way to keep stakeholders informed on an ongoing basis. Actions your organization can take:
- Develop a public-facing DEI dashboard that includes key metrics such as employee diversity, hiring practices, retention rates, promotion rates, and pay equity data.
- Update the dashboard quarterly or biannually to reflect the latest progress and developments.
- Include information about the company’s DEI initiatives and partnerships, as well as stories and testimonials from employees and leaders about the impact of DEI efforts.
- Ensure the dashboard is user-friendly and accessible, with clear labels, visualizations, and language that are easy to understand for all stakeholders.
4: Engage with Social Media and Public Relations
Why it matters: Social media and PR channels allow companies to communicate their DEI commitments, successes, and challenges in real-time. It’s an effective way to reach a broad audience, including customers and community members. Actions your organization can take:
- Regularly post updates on the company’s social media accounts (LinkedIn, Twitter, Instagram) about DEI milestones, progress reports, and initiatives.
- Use storytelling to highlight employee experiences, successful DEI initiatives, partnerships with underrepresented communities, and the impact of these efforts on company culture.
- Issue press releases when significant milestones are achieved (e.g., reaching a diversity hiring target, launching a new ERG, achieving pay equity) and share these with media outlets.
- Respond to feedback from the public and stakeholders on social media, fostering a transparent and inclusive dialogue about DEI.
5: Engage with Customers and Investors
Why it matters: Customers and investors are key stakeholders who are increasingly interested in companies’ DEI commitments. Transparent communication builds trust and aligns the company’s values with those of its customers and investors. Steps your organization can take:
- Include DEI information in annual reports and investor briefings, showcasing how DEI initiatives align with overall business strategy and impact financial performance (e.g., attracting diverse talent, improving employee retention).
- Share customer-facing DEI updates in newsletters, blogs, or email campaigns. Highlight how DEI initiatives reflect the company’s commitment to ethical practices and inclusive customer experiences.
- Include a DEI section on your customer service or FAQ pages that outlines the company’s stance on diversity and inclusion, and share resources for customers who want to learn more.
- Host investor roundtables or events specifically focused on DEI progress, where leadership can answer questions and engage in transparent discussions about challenges and opportunities.
6: Collaborate with External Organizations and Advocacy Groups
Why it matters: Partnering with external DEI-focused organizations strengthens credibility and demonstrates a commitment to real change, as these organizations often have expertise and reach within underrepresented communities. Steps your organization can take:
- Form partnerships with DEI advocacy groups, such as national diversity councils, professional networks, or community organizations. Co-host events or initiatives that focus on promoting equity and inclusion.
- Publicly support and sponsor events that align with DEI values (e.g., LGBTQ+ Pride Month, Black History Month, International Day of Persons with Disabilities), and ensure employees and external stakeholders know about your involvement.
- Share the outcomes of these collaborations in press releases, blogs, or newsletters, explaining the impact and what the company has learned or achieved through the partnership.
- Work with external organizations to publish joint statements or commitments to advancing DEI, and use these platforms to reach wider audiences with your message.
7: Acknowledge Challenges and Areas for Improvement
Why it matters: Acknowledging challenges and setbacks humanizes the company and reinforces that DEI efforts are a continuous journey. Stakeholders appreciate transparency and honesty about what’s working and what isn’t. Steps your organization can take:
- In reports, town halls, and public communications, clearly acknowledge where the company has faced challenges in achieving its DEI goals. This could include difficulties in reaching diversity hiring targets, retaining underrepresented employees, or combating unconscious bias.
- Share what actions the company is taking to address these challenges, such as revising policies, implementing new initiatives, or seeking external consultation to improve DEI outcomes.
- Invite feedback from employees, customers, and community stakeholders on how the company can improve its efforts, and incorporate this feedback into future strategies.
8: Establish DEI Awards and Recognition Programs
Why it matters: Recognizing and rewarding internal and external stakeholders who contribute to DEI efforts fosters a culture of inclusion and encourages others to engage with the company’s DEI initiatives. Steps your organization can take:
- Create an internal DEI leadership award or recognition program for employees, managers, or teams that demonstrate outstanding commitment to fostering diversity and inclusion in the workplace.
- Partner with external organizations to sponsor or co-host DEI awards that celebrate businesses, individuals, or nonprofits working to advance equity and inclusion within their industries or communities.
- Publicly announce award recipients through press releases, social media posts, and company-wide communications, highlighting their contributions and the broader impact of DEI efforts.
- Include details of recognition programs in DEI reports to demonstrate how the company is actively celebrating and promoting a culture of inclusion.
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