How to Build a Robust DEI Strategy

Four people are staring at many television screens displaying different newscasts
The Black Lives Matter protests and the #MeToo movement have shed light on the lack of racial and gender diversity in the workplace. The state of diversity in the newsroom is no exception.”

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As a country, we are more aware than ever that there is rampant inequality in the workplace, and building a DEI strategy has never been more important.

“The Black Lives Matter protests and the #MeToo movement have shed light on the lack of racial and gender diversity in the workplace. The state of diversity in the newsroom is no exception.” According to an article by the Pew Research Center, “About six-in-ten newsroom employees (61%) are men, compared with 53% of all workers. When combining race/ethnicity and gender, almost half (48%) of newsroom employees are non-Hispanic white men compared with about a third (34%) of workers overall.”

Organizations mostly fall into two categories – those who ignore the problem and risk being left behind and those who are actively working to become more equitable and inclusive. Those that are putting in the work to develop a DEI strategy reap monumental organizational benefits such as increased innovation, productivity, profitability, etc. However, not all DEI strategies are made equal. 

For a DEI strategy to be effective and sustainable, it must be integrated within the broader organizational strategy. Additionally, these types of strategies only work if there is buy in from organizational leadership. We know that navigating the DEI terrain can be difficult and even intimidating at times but you do not have to do it alone. We at ideascape want to be your partners in developing an integrated DEI strategy based on industry research and best practices that will help you surpass your DEI goals– reach out to Jonathan Dyke and Deon Gaines to learn more.

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