ESG and sustainability

DEI initiatives have a broad and inclusive reach, with proven benefits for both SMEs and larger, international organisations, across a range of industries. The benefits of developing a DEI programme are not limited to any particular organisational structure and have been identified for investor-led companies, non-profit organisations and government agencies.

The value-add of DEI interventions may be particularly notable in sectors commonly dominated by specific protected characteristics, such as gender, ethnicity or age. They can also promote different benefits in different work settings, whether they are implemented at group-level, onsite or within franchises. GoodCorporation has extensive experience working with clients in a range of industries from construction and extractives to financial services and sport.

Building an inclusive culture requires sustained effort and involvement from a business. Some of the key actions in building an inclusive workplace include:

• Integrating inclusivity into core values – ensure these values are communicated to all staff and business partners;
• Securing support from top leadership across the business – a positive tone from the top will help to drive forward initiatives while also demonstrating the importance of inclusivity to the rest of the company;
• Fostering transparent communication with employees – communicating DEI successes and development areas evidence a commitment to change and boost staff engagement;
• Ensuring the working environment is flexible, adaptable and safe for all employees – accommodate and recognise all employees’ needs and how the working environment may feel for different individuals;
• Providing DEI training – equip employees with the skills and knowledge to help promote an inclusive working environment and tackle biases.

Read our blog on ‘how to build an inclusive culture in the workplace‘ to find out more.

The ability to measure DEI performance is crucial as it allows businesses to set targets, assess progress and ensure ongoing accountability in order to improve DEI programmes.

There are numerous metrics that can be used to measure DEI performance. Demographic data plays a significant role, and this includes statistics relating to hiring practices such as the diversity of applicants, as well as the diversity of promoted employees, and the demographic of the workforce as a whole. You can also quantify metrics relating to employee experience such as job satisfaction, employee participation and accessibility of the workplace.

While quantitative metrics are a useful tool in measuring DEI performance, businesses can go beyond the collection of this data. Engaging with employees through focus groups or interviews provides a method to collect useful qualitative analysis that can provide rich insights into an organisation’s DEI performance.

Read our article on conducting a DEI gap analysis to understand how a combination of quantitative and qualitative metrics can help businesses to enhance their DEI programme.

Whilst general training and other off-the-shelf DEI services can be helpful tools, a successful DEI programme requires a tailored approach to design and implementation. An effective DEI strategy will look different for each organisation and should be aligned to business goals, values, organisational culture and most importantly, the needs of the workforce.

GoodCorporation works with organisations to build lasting DEI programmes that respond to the unique challenges and opportunities for growth in different industries and DEI landscapes. We believe that successful interventions begin with understanding the particular needs of an organisation and setting effective expectations for the impact that DEI initiatives can have. They also require long-term implementation that ensures they are continuously coherent with changes to an organisation, its structure and its goals.