top of page

Dealing with the current economic challenges, it may be tempting for business executives to feel that the issues surrounding Diversity, Equity and Inclusion (DE&I) are not the top priority.


However, those organisations that foster a more inclusive and equitable workplace through creating and implementing an effective DE&I strategy, will find increased performance, profitability, staff retention and many more financial and social benefits.


It is essential to consider the impact of a DE&I strategy on the whole business. The impact from and on areas such as: Talent; Leadership; Innovation, DE&I Policies; Risk; Reputation; Competitive Position; Key Metrics and External Stakeholders - to name a few. Because, like a pebble being dropped into a pond, the ripple effect of a correctly constructed and realised DE&I strategy will impact every nook and cranny of the company.


If you are confused as to where to start, here are 6 simple steps to creating a DE&I strategy that will impact the top and bottom line, whilst delivering social value:

  1. Conduct an assessment: Gather and measure the opinion of the key stakeholders - employees, customers, and investors to understand where you need to focus your efforts, and establish a first baseline against which to analyse future improvements.

  2. Set DE&I goals and objectives: Based on the assessment, create the initial set of goals and objectives that are both measurable, and aligned with the organisation's values and mission.

  3. Develop a prioritised Execution plan: identify those specific actions that are both easiest to implement and most urgent, to provide a sequenced plan of action. This may involve workshops, training programmes, working parties, hiring initiatives etc.

  4. Implement: Allocate resources and assign responsibilities to key team members, to ensure all are suitably equipped to implement the actions.

  5. Communicate and engage: Ensure all stakeholders are made aware of any changes and improvements and include employees in the process through focus groups, town hall meetings, and employee resource groups.

  6. Measure and adjust: Regularly measure your efforts to assess impact and ROI by comparing to previous benchmarks, and identify areas for further improvement. Use this information to update and revise your DE&I strategy as necessary.

Creating a DE&I strategy is an ongoing process, which will evolve over time. It requires commitment from all members of the board. Because if done properly - its impact will be felt by every department in the organisation, delivering positive results through a more inclusive and equitable workplace culture.


At Predixa, we provide help for all these 6 stages. So if you’ve yet to start, or have already taken some initial steps, but want to go further, for more information contact www.predixa.ai




bottom of page