In the Beginning Phase, DEI is treated as a compliance strategy or a box to mark off. Here are some resources that can help your organization better understand DEI broadly, become more aware of the issues members of different groups experience, and generate leadership buy-in with the initiative.
- Diversity and Inclusion: Bottom-Up as Well as Top-Down
- Race Matters
- Together Forward @ Work: It’s In Our Hands
- Why diversity matters
- Global Recruiting Trends 2018
- Creating and Sustaining Diversity and Inclusion in Organizations
- Case Study: What Do Disney & Home Depot Have in Common?
- Who Gets to Be Afraid in America?
- White Privilege: Unpacking the Invisible Knapsack
- Invisibilia
- Black History in Two Minutes
- Delivering Through Diversity
- Diversity Matters
- Life of Privilege Explained
- Speaking up: Pushing Past Silence for Your Black Employees
- Diversity Doesn’t Stick Without Inclusion
- Using Employee Engagement to Build a Diverse Workforce
The Intermediate Phase treats DEI as a talent issue, where bringing in diverse employees is the main (and typically only) focus. Here are some resources that can help.
- 5 Strategies for Creating an Inclusive Workplace
- Are Your D&I Efforts Helping Employees Feel Like They Belong?
- Is Your Company Actually Fighting Racism, or Just Talking About It?
- Working While Black: Stories from black corporate America
- HEAR ME: Black voices on their pain and anger
- What Diversity and Inclusion Means in a Respectful Workplace
- Hacking D&I
- How to define diversity, equity, and inclusion at work
- What Has — and Hasn’t — Changed Since “Dear White Boss…”
- Using Employee Engagement to Build a Diverse Workforce
- Inclusion is more important than ever–here are 4 ways to achieve it
- Driving Diversity and Inclusion—the Role for Chairs and CEOs
The Advanced Phase of a DEI organization treats DEI as a business and organizational issue, and all employees are included. Diversity, equity, AND inclusion are recognized as important aspects of a work environment. Here are some resources to help your organization enter the Advanced Stage:
- Don’t Give Up on Unconscious Bias Training — Make It Better
- Protests, Pandemic Create Workplace Stress
- Corporate America’s Work in Fighting Racism is Just Beginning
- Brené Brown with Ibram X. Kendi on How to Be an Antiracist
- How to resolve racially stressful situations
- The difference between being “not racist” and antiracist | Ibram X. Kendi
- Antiracist Organizational Development
- 5 Lessons To Guide Your Organization’s Diversity, Equity And Inclusion Journey
- Pointless Diversity Training: Unconscious Bias, New Racism, and Agency
- A Leader’s Guide to Finding and Keeping Chief Diversity Officers in Europe
- Diversity and Inclusion: What Separates the Best from the Rest
- 3 Requirements for a Diverse and Inclusive Culture
- It’s Frontline Leaders Who Make or Break Progress on Diversity
Overview articles of DEI that cover the different phases.
- Diversity and Inclusion Initiative: A Step By Step Guide
- How to Develop a Diversity, Equity, and Inclusion Initiative
- How to Build a Diverse and Inclusive Workplace
- SIOP’s DEI Online Resource Center
- Confronting Prejudice: How to Protect Yourself and Help Others
- It’s More Than The Numbers: Organizational Culture and Diversity, Equity, and Inclusion
It has been widely accepted in organizations that diversity is important. However, there is evidence that suggests that diversity can lead to challenges as well. So what’s the connecting link to make diversity work? The answer is inclusion. Here are some resources that can provide insight into the difference between diversity and inclusion, and how these two ideas – while separate – must receive equal attention:
- How to Define Diversity, Equity, and Inclusion at Work
- Clarifying the Difference Between Diversity & Inclusion
- Fostering Diversity, Equity, & Belonging
- Diversity Does Not Work Without Inclusion
- Creating an Inclusive Culture Beyond Being Diverse
- It’s More Than The Numbers: Organizational Culture and Diversity, Equity, and Inclusion
- How to Decenter Yourself in Conversations with Members of Marginalized Communities
In order to make meaningful and impactful changes around Diversity, Equity, & Inclusion efforts in your organization, the most important step is to be educated and aware of the complexities of the social issues to understand the experiences of people with different backgrounds. Here are some resources that can provide insight into the experiences of those in marginalized groups:
There is no clear-cut beginning or end to implementing a Diversity, Equity, & Inclusion initiative. Successful initiatives require commitment, follow-through, and adaptability. Here are some resources that can help provide a framework for building that initiative:
Leadership involvement is the common thread among Diversity, Equity, & Inclusion initiatives that last. Leaders must not only be diverse, but vocal about their commitment to Diversity, Equity, & Inclusion. Here are some resources that explain the importance of top leadership involvement:
The business case for diversity and inclusion is ever-increasing. Without a diverse team, diversity of thought is impossible. Here are some resources that can help clarify the positive outcomes that arise when your organization has diverse representation:
Explore our latest videos and articles with tips and ideas for leading in today’s rapidly evolving environment.
- Check out another Diversity, Equity, and Inclusion resource center by SIOP online here