The Five Stages of DEI Maturity

For each one, I include questions for leadership teams to ask themselves to focus their efforts and keep moving forward. Although there’s no one-size-fits-all DEI solution, a typical journey through these stages includes connecting top-down strategy and bottom-up initiatives around DEI, developing an organization-wide culture of inclusion, and, ultimately, creating equity in both policy and practice.

Iora Health, whose mission is to “restore humanity to health care,” is working to transform primary care. Since its founding in 2011, the Boston-based organization has opened 48 practices in 10 states and reduced hospitalizations of its patients by more than 40%. Nearly a third of companies today find themselves in the compliant phase, according to a study of more than 10,000 knowledge workers in the United States, Australia, France, Germany, Japan, and the United Kingdom . This is partly good news: There is certainly a benefit to compliance. Regulations and requirements can spark meaningful changes in organizations because their terms and goals are so concrete.

Yet companies in this stage typically still lack a strategic DEI approach that drives the entire business. Uncoordinated efforts mean that one area of the organization may champion DEI efforts while other areas ignore them. Consider Nike: Its 1988 “Just do it” campaign famously featured commercials for all customers regardless of age, gender, or physical fitness level, and the company publicly supported Colin Kaepernick in 2018 after his protests against racial inequality and police brutality.

To ensure that these groups are more than social venues or places for commiseration, company leaders have made a concerted effort to regularly connect with them. Their monthly meetings uncover employee concerns and give ERGs early insight into the direction of the company and an opportunity to influence that path. ERGs also serve as a testing ground for new process ideas.

Source: News Formal (newsformal.com)

In thebtrenches, in some cases it looked more like a rush to (often well-meaning) performative virtue signalling rather than efforts likely to produce impact

There is a saying that winning a psychological war before a war already sets you for a win and sometime morale boost to fellow members serves that purpose indirectly.

DEI is poison for morale, cohesion, and profits

Don't agree, if you implement a self-propelling system and use well tested approaches of organization development OD DOrganizations

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