The IEDEIA Diversity DIY portal is a revolutionary one-stop stand-alone solution to support your DEI journey - no matter if your DEI maturity is in the exploring or advanced stage. The portal will walk you through the phases to design your DEI Infrastructure.
With over 30 categories, the portal is filled with best practices, tools, templates, instructional videos and documents, on-demand training videos, instructional resources, and more. This is a great tool for organizations who want to start or expand their DEI journey without full engagement of a firm. You will have the insight and confidence to create a strategy, design activities, execute initiatives, measure and mark success, provide training for leaders and staff - and so much more.
In today’s social, political and cultural climate, individuals and groups of people are demanding that inequities are addressed. Many businesses have publicly committed to fostering diversity, equity, and inclusion (DEI), and accessibility, to address those inequities. But there’s more that needs to be done as organizations are facing mounting pressure to hold businesses accountable to these commitments. IF your people are truly your greatest resource, creating equitable, inclusive and just policies and practices, and engaging ALL staff and leaders, it’s the right and humanistic thing to do.
The fact is, DEAI is not a short-term project. Jumping in and focusing on tactics, instead of gaining leadership buy-in, gathering data, identifying organizational strengths and gaps, and building a strategy will most likely NOT meet your stated engagement, culture and belonging objectives. Staff and stakeholders are at risk for viewing your efforts hollow and performative. Build a strategic engagement plan instead!
Email a list of information needed to support the engagement.
(i.e., org chart, leadership, goals, past survey results, DEI related
communications, key internal contacts etc.)
Meet with DE&I leadership team to discuss the engagement,
goals, strategy meeting process, detailed timeline and
milestones, and discuss information provided on the RFI.
Meet with the executive leadership for an initial Q&A listening
and work session to understand expectation, gauge
understanding of DE&I acumen, and determine educational
needs. A findings report will be issued post Phase 1.
Meet with the internal volunteer DEI committee and/or internal
leaders managing the DEI initiatives and programs to
understand their goals and establish the engagement working
relationships .
Develop a baseline report for current feelings about and level
of DEI awareness. Develop and approve a data gathering and
reporting strategy to quantify tangible and intangible aspects
of the employee experience. This may also include data and
sampling of vendors and if possible, community experiences
to proactively develop actionable steps that may address
other DE&I improvement opportunities.
Develop and conduct an organization-wide survey to assess
and uncover the perspectives and experiences at every
organizational level. We will collect demographic, experience
data, as well as departmental policies and practices to design
a score card. This results in a gap analysis and provides a
present time base line of the organization. It will also allow us
to understand DEI shifts that have occurred from past efforts.
Meet with employees to obtain qualitative data to inform the
quantitative data. Listening sessions are voluntary using a
coaching style approach to ask open-ended questions in a
psychologically safe space with mixed departmental functions
in peer groups (i.e. similar employees positions and levels
together).
Provide a benchmark and insight on DEI best practices in your
industry and the client’s ability to achieve unconventional
excellence in the inclusion experience for all.
Meet with the DEI team and provide an insights and observation
report and debrief to include approving a data gathering and
reporting strategy - to include global staff and client input.
Using the data captured from existing employee, vendor and
customer information from each region, across the globe a
scorecard will be designed as a starting point for goal setting and
to measure future success year over year.
Debrief executives and DEI team on information gathered from
the surveys and listening sessions. Provide an in-depth analysis of
existing organizational strengths and gaps with clear
recommendations on how best to build and encourage equity,
diversity and inclusion in all areas of the organization aligned with
company's values and goals.
Conduct multiple work sessions to write the strategy, action
steps, and set goals. Provide a benchmark and insight on DEI
best practices in your industry. Identify components of and
develop a toolkit that represents organizational DEI efforts.
This is a review utilizing an equity lens and other DEI tools to
review organization wide policies and procedures to include
organizational structure, culture, external perception, customer
and community engagement and ongoing staff education.
Identify and make recommendations for programs, training, and
initiatives to support the DEI strategy.
Identify areas of improvement in policies, practices, programs and
accessibility to ensure operating procedures, administrative
processes, customer focus and community commitment are
rooted in a culture that is inclusive and support DEI.
Design a transformational educational series to ensure leaders
are equipped with the tools to advocate for DEI internally and
externally. Leaders will be informed/coached on how to regularly
utilizes DE&I tools as part of decision making and goal setting to
ensure equity is applied locally and across the global organization.
Develop DEIA business goals for each department/stakeholder
utilizing Appreciative Inquiry and positive framing methodologies We
will leverage what the client is doing well and uncover the relational
capacity to transform your culture it into positive inclusive structure.
Conduct equity lens for all departments with the organization
review, including internal staffing practices, operational policies,
programs, assess pathway from current to future DEAI state
using DEAI continuum.
Quantification of departmental goals, based on the equity lens
results, that make them tangible; align with goals and budget.
Execute training program (this step can occur earlier in the
process) with enhanced leader coaching.
The DEAI navigation system aligns objectives to everyone’s role;
and track execution of process. This includes a highly visible and
organization wide implementation of the designed infrastructure
to support the DEI endeavor thru launch events, strategic
communications, staff and customer feedback and incident
escalation and response. EOL will assist the client in
implementing strategic DEI guides that cover key steps and
processes involved in creating and sustaining an organization-
wide DEAI plan.
Gather and analyze KPIs, quantification of success factors
and validation of results achieved.
Determine how to make all levels of the organization accountable for
achieving DEAI goals. Using the scorecards, continues measurements and
KPIS, make recommendations to correct or alter programs, training and
initiatives as needed. Seek data driven and behavioral markers to measure
effectiveness of the strategy.
Cascade messages through various channels, various methods and
various people. Get to people’s WHY and share the WIIFM. Build capacity
and timing to ensure confidence to transfer the programs to the internal
team.
Design, outline and document a measurement system and continuous data
gathering process to evaluate the goals, gaps, opportunities and success of
the global DEAI strategy using an equity lens on a micro basis.
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If you're looking for a consultancy with more than 15 years of service providing DEAI consulting, strategic development, leadership coaching, training and develpoment of DEAI practitioners, EOD Global is the trusted partner you've been looking for.
