So you set up a DE&I task force. Now what?

The strength of a DEI Task Force comes from the various audience/stakeholder groups it represents.

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Who’s interested: Primary – DEI Team and Senior Leaders, Secondary – HR

Takeaway(s):
– The most successful DEI strategies start with looking at, and beyond, the employee experience
– Don’t make inclusive, exclusive – using race as the only qualification for participation or naming a Leader can backfire
– A Task Force should not be a panacea for solving systemic inequities; rather, prioritize opportunity areas to address by data gathering and prioritizing perceived value and feasibility
– A Task Force needs to communicate frequently and resist the urge to wait until the final recommendation is available to share

ideascape view:The strength of a DEI Task Force comes from the various audience/stakeholder groups it represents. Typically, we select volunteers because it’s easy and there’s a willingness to participate. However, those not outwardly volunteering represent voices and opinions that will help break resistance to change. Task Forces should include representation from all audiences, supporters and non-supporters, alike. Target 50% volunteers, but use other slots as Leadership or Business Development opportunities for those sitting silent.

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