Diversity, equity and inclusion
Accelerate diversity, equity and inclusion
Diversity, equity and inclusion (DEI) has become intrinsic to and synonymous with organizational health in today's world. Evidence shows companies that take steps to advance equality not only make a difference to their people and to the communities they serve — but also to their business.
Historically, DEI has occupied a less prominent seat at the corporate table. Today, internal and external pressure is driving companies to commit and show consistent progress. People sustainability and DEI are a key part of the “S” in environmental, social and governance (ESG) initiatives — and are now table stakes for every business. Organizations that are accelerating progress treat DEI in the workplace like any other core business imperative: having a strategy, engaging stakeholders, tracking and sharing progress, and holding leadership accountable for results.
It’s more critical than ever that companies understand that a DEI strategy is more than a differentiator — it’s foundational to growth and success.
There’s still a lot of work to be done with DEI in the workplace
of organizations say improving DEI is high on their agendas.
of organizations set goals for DEI outcomes.
of organizations have established a multiyear DEI strategy.
Ensure long-term, sustainable progress with your DEI strategy
- Establish the project foundation and envision a desirable future
- Analytics
Start with a comprehensive examination of data or content using sophisticated techniques and tools (for example, predictive modelling and statistical methods) to discover deeper insights, make predictions or generate recommendations. - Enabling infrastructure
Review how closely your DEI mission, vision and values align to your business strategy and DEI functions.
- Career equity
Provide your employees with career equity through improved opportunity and effective, bias-free programs and policies. - Pay equity
Ensure that the organization compensates employees in a fair and unbiased manner, and that remuneration policies are inclusive by nature.
- Experience equity
Identify opportunities to close health and financial well-being equity gaps that will enable unique populations to better thrive. - Culture elevation
Assess the culture to ensure everyone has a similarly positive workplace experience.
- Accountability and sustainability
Review how you embed your commitments to progress in your business and ESG strategies. Communicate your commitments transparently with all stakeholders. - DEI acceleration strategy
Co-create your roadmap to delivering workplace justice through improved opportunity, experience, pay, and health and financial well-being outcomes.