DEI FUTURIST: WHY ARE DIVERSITY, EQUITY AND INCLUSION PROGRAMS SO IMPORTANT?

Look around at meetings and events, and you’ll (yay!) find DEI futurists’ and keynote speakers’ presence everywhere. It’s a timely topic, after all – and one that’s super important to touch on, as it often serves as a backbone for growth and innovation.

Ask a DEI futurist, and they’d tell you that the acronym stands for diversity, equity and inclusion. It refers to policies and programs that promote a more well-rounded and welcoming environment in an organization. Diversity refers to the presence of people from a wide range of backgrounds and experiences. This includes (but is not limited to) diversity in terms of gender, race, ethnicity, sexual orientation, disability status, age, socioeconomic status and other characteristics.

As for the equity portion, it speaks to fairness and impartiality and means providing equal opportunities, access, and resources for everyone to succeed regardless of their background. The principle challenges us to recognize that historically underrepresented groups may face additional barriers due to the shape of current systems and require additional support.

Ultimately, the concept of inclusion speaks to a welcoming environment where the voices, perspectives, and participation of a diverse range of people are valued. An inclusive environment fosters a sense of belonging where people can be their authentic selves.

That said, some core elements of a strong DEI program include:

• Leadership commitment to surrounding principles and goals.

• Training and education on topics like unconscious bias, cultural competence, and inclusive behaviors.

• Recruitment and retention policies to build a diverse pipeline of talent… efforts which should include broad outreach and ensure a fair hiring and promoting process.

• Employee resource groups to address the specific needs and experiences of underrepresented groups.

• Regular promotion of DEI initiatives (e.g. bringing in DEI futurists and keynote speakers to help consult with and inform the organization) and available resources to raise visibility.

• Collection and analysis of employee demographic and participation data to uncover gaps and set data-informed goals.

• Community partnerships and sponsorships to extend DEI reach beyond the walls of the organization.

• Continuous promotion and incorporation of employee feedback on ways to strengthen diversity, equity, and inclusion.

• Accountability mechanisms to assess progress and hold leaders and managers responsible for meaningful change.

• Integration of DEI objectives into key business goals, strategies, and success measures to make related efforts an organizational priority.

In summary, surrounding programs aim to foster an environment where people of all backgrounds feel respected, supported, and able to fully participate… a practice which leads to greater creativity, innovation, employee wellbeing, client satisfaction, and business outcomes.