The journey to becoming a truly diverse, equitable, and inclusive organisation is unique for every organisation. It requires tailoring your approach to align with your specific culture, industry, business strategy and challenges.
There are common milestones that most organisations will encounter along the way. Having supported a number of organisations on this journey over several years, we wanted to share a few insights. These milestones can serve as a roadmap, helping to track progress and identify areas for growth.
How many of these milestones has your organisation reached?
Looking for help to progress on your diversity, equity and inclusion (DEI) journey contact Diversily to find out more about our services.
1. Define What DEI Means for your Organisation
Milestone: A clear and shared understanding of diversity, equity, and inclusion (DEI) is established and communicated.
- Engage diverse stakeholders to co-create your organisation’s definition of what diversity, equity and inclusion mean to you.
- Define how diversity, equity and inclusion relate to your purpose, vision and mission as an organisation.
- Define how diversity, equity and inclusion connect to your organisational values and expected behaviours.
2. Create Opportunities for Feedback
Milestone: Feedback mechanisms are established to collect insights, views and feedback from across the organisation about diversity, equity and inclusion
- Regularly seek feedback from employees through surveys, focus groups, and one-on-one conversations.
- Create anonymous channels to encourage honest input.
- Act on feedback promptly and transparently communicate actions taken.
- Use feedback to refine policies, training, and DEI strategy.
3. Develop and Implement a DEI Strategy
Milestone: A data-driven DEI strategy is designed, implemented, and continuously refined.
- Conduct an organisational audit to establish a DEI baseline.
- Set clear, measurable goals and align DEI strategy with overall business objectives.
- Allocate resources (e.g., budget, staff) to enable strategy execution.
4. Build Accountability Through Roles, Responsibilities, and Structures
Milestone: DEI is owned at all levels of the organisation through clear roles and responsibilities.
- Appoint dedicated DEI leaders, councils, or committees to oversee efforts.
- Create a governance structure to drive accountability and track progress.
- Embed DEI responsibilities into leadership objectives, team goals, and performance reviews.
5. Foster Community Through Affinity Networks
Milestone: Employee-led affinity groups or Employee Resource Groups (ERGs) are actively supported.
- Establish and support ERGs to create safe spaces for underrepresented groups.
- Provide resources such as funding, mentorship, and senior leadership sponsorship.
- Ensure ERGs are connected to organisational goals while retaining their authenticity.
6. Collect and Analyse Diversity, Inclusion, and Equity Data
Milestone: Data is collected, analysed, and used to drive continuous improvement.
- Measure demographic representation, pay equity, and progression rates.
- Use pulse surveys, focus groups, and other tools to measure inclusion.
- Leverage insights to identify systemic barriers and shape interventions.
7. Train and Upskill Teams in Key DEI Competencies
Milestone: Leaders and employees are equipped with the skills and mindset to advance DEI.
- Conduct workshops and training on topics such as:
- Inclusive Leadership
- Psychological Safety
- Allyship
- Building Inclusive Teams
- Develop understanding of the lived experiences of different minority or historically underserved groups.
- Integrate DEI training into onboarding, leadership development, and annual learning plans.
- Regularly refresh training content to reflect emerging best practices and societal shifts.
- Conduct workshops and training on topics such as:
8. Embed DEI into Business Practices and Policies
Milestone: DEI is integrated into the organisation’s policies, processes, and outputs.
- Policy Updates:
- Audit and revise policies (e.g., anti-discrimination, flexible working, parental leave).
- Develop new inclusive policies (e.g., gender-neutral language, cultural leave policies).
- Processes:
- Build inclusive hiring, promotion, and supplier diversity practices.
- Product/Service Design:
- Ensure accessibility and inclusivity in product/service offerings.
- Policy Updates:
9. Build Psychological Safety into Organisational Culture
Milestone: Employees feel valued, respected, and safe to express themselves.
- Train leaders to foster a psychologically safe environment where all voices are heard.
- Encourage open dialogue and respectful disagreement within teams.
- Recognise and reward inclusive behaviours that promote belonging.
10. Align DEI with Business Strategy
Milestone: DEI is positioned as a key driver of organisational success.
- Articulate the connection between DEI and business outcomes (e.g., innovation, employee engagement).
- Use DEI as a differentiator in brand positioning and market engagement.
- Ensure DEI objectives are integrated into strategic planning processes.
11. Celebrate Progress and Share Personal Stories
Milestone: DEI progress and successes are celebrated through storytelling and engagement.
- Host regular events (e.g., town halls, DEI showcases) to spotlight progress.
- Share updates on progress, goals, and challenges across multiple platforms.
- Encourage employees to share personal stories, experiences, and perspectives.
- Celebrate key cultural moments (e.g., Pride, Black History Month) authentically.
- Use newsletters, blogs, or videos to amplify milestones and achievements.
12. Influence Broader Ecosystems
Milestone: The organisation advocates for DEI beyond its walls.
- Collaborate with partners, suppliers, and community groups to extend DEI impact.
- Share insights, best practices, and lessons learned to inspire broader change.
- Commit to social responsibility initiatives aligned with DEI values.
13. Review, Evolve, and Benchmark DEI Practices
- Milestone: A culture of continuous improvement drives long-term success.
- Conduct regular reviews of DEI policies, initiatives, and progress.
- Benchmark against industry best practices and peers.
- Incorporate learnings from DEI data, audits, and stakeholder feedback into future planning.
- Stay agile by adapting to societal changes and evolving workforce needs.
- Deepen knowledge and support for different groups and develop a more intersectional approach that considers the potential impact to people who are members of multiple marginalised groups.
Conclusion
Achieving diversity, equity, and inclusion is not a one-time effort but an ongoing journey that requires commitment, reflection, and continuous improvement. Each of these milestones represents a step forward to create a culture where everyone feels valued, respected, and empowered to thrive.
It’s important to recognise that progress is iterative. Once the foundational steps are in place, the focus shifts to constant evaluation, adaptation, and refinement.
By embracing this mindset of continuous improvement, organisations can remain agile and responsive to the evolving needs of their people, industry, and society.
Celebrate your successes, reflect on your challenges, and take each step with purpose, but remember, meaningful change takes time
How will your organisation take its next step?
Looking for help to progress on your DEI journey contact Diversily to find out more about our services.
