A Deliberate Approach to DEIB Programs Helps Drive Corporate Culture Forward

The evolution of diversity, equity, inclusion, and belonging (DEIB) strategies continues for organizations of all sizes. In the last few years, culture-driven organizations have made a deliberate effort to go beyond reactionary policies and programs, and to develop and launch programs that are closely aligned to their purpose and values, and relevant to all areas of the business (from hiring to vendor selection and more).

Taking a more deliberate approach to DEIB was one of the key themes highlighted by 2023 Canada’s Most Admired Corporate Cultures award nominees in their submissions to the program. Here are three ways high-performance leaders are stepping up to be champions for their organizations’ DEIB strategies:

1. Focusing on impact.

It’s no longer about having programs and policies in place, it’s about understanding and tracking the impact of those programs and policies – from recruiting to culture. What does this look like in practice? DEIB questions and KPIs showing up on corporate scorecards and in annual surveys; sharing results and impact reports with leadership, the Board, in annual and ESG reports, and more.

2. Viewing DEIB as a horizontal not a vertical.

For years, DEIB was seen by many as exclusively an HR or leadership effort. But as our understanding of the role DEIB plays in organizations evolves, so too has the understanding that DEIB programs and policies can only be successful if they’re everyone’s responsibility. This more holistic approach means that every team member is held accountable, and feels responsibility for, driving DEIB efforts forward.

3. Prioritizing DEIB in recruiting and succession planning.

One key to driving DEIB priorities throughout an organization is to ensure that there is a strategic focus on diversity, equity, and inclusion for every role within the organization – not just senior or specialized roles. For hiring managers and those engaged in succession planning discussions, this means the development of unbiased job descriptions, leveraging job boards and tools targeted to diverse communities, diverse interview panels, and more.

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DEIB policies and processes continue to evolve, but making workplaces more inclusive starts with ensuring every team member knows the important role they play in championing these efforts – and that shift is allowing organizations to build DEIB into their core values and operating systems, rather than addressing issues on a case-by-case basis.

For more than 20 years, our culture and executive search experts have been inspiring organizations across Canada and the United States to build high-performance teams and cultures that drive growth and success.  To learn more about the key themes from the 2023 Canada’s Most Admired Corporate Cultures award winners, and how Waterstone’s team of culture experts can help assess and develop the skills and behaviours of your leaders and teams to help drive performance and success, schedule a meeting today.