Engaging with other under-represented segment is important to showcase cultural inclusiveness of the organisation

There a need for specific policies or incentives that will encourage companies to hire, retain, and promote women into leadership and decision-making roles, ultimately leading to better financial outcomes

For organisations, priority is growth, everything else, comes secondary. DEI will be a sidebar unless champions help fulfil the organizaiton’s growth mission

Third would be to engage with every employee individually and in small groups with a focus on the under represented segments to understand and explain their challenges to the leaders with possible solutions

Second step would be to help leaders fulfil their goals faster and better by infusing cultural nuances in terms of staffing and customer engagement.

Some of the ways to integrate our efforts is to keep a close eye on the business objectives. How does the company operate, what they value and what are their top goals. DEI champions must understand auage. nd speak the business language

I believe world consists of unique lives. So differences will exist. We have got it all wrong. its not so much about women or men, its sheer under representation of some segments.
Organizations have to change their game in 2024 if not already started, they are very late.

Successful organizations are taking a more holistic approach that’s designed to encourage a DEI-oriented mindset among employees at all levels of the organization and infuse DEI thinking into the business’s goals, teams, and programs.

I have shared steps to follow in case some of you are keen and charged with the responsibility to manifest equity within your organization. Simple steps to follow but do it by DESIGN and not accidentally.