We need real metrics, not heartfelt conversations, to tackle workplace diversity

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“There is a crucial organizational design flaw with the current model of hiring a head of DEI, paying them handsomely, and giving them ‘influence, not power.’”

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“There is a crucial organizational design flaw with the current model of hiring a head of DEI, paying them handsomely, and giving them ‘influence, not power.’”

Although billions of dollars are being spent on DEI each year in the United States alone, many companies are still not seeing the types of results they are looking for. Part of that problem might come from moving past sincere conversations about DEI. For years now, the business case for diversity, equity, and inclusion has been incredibly clear. Now, companies must focus on using their investments in DEI to actually move the needle.

Simple, evidence-based changes coupled with metrics to create baselines and track progress, can make significant DEI gains in short order. However, it is also important to ensure that DEI heads are given the power to enact real change within business systems. If CDOs and other DEI leaders are restricted from carrying out their role fully, no level of financial investment will ever be enough to fully integrate DEI.

Reach out to Jonathan Dyke and Deon Gaines to see how ideascape can help you and your team gain organizational influence and greater success in DEI.

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