{"id":70042,"date":"2022-05-25T14:02:11","date_gmt":"2022-05-25T12:02:11","guid":{"rendered":"https:\/\/www.sage.com\/en-za\/blog\/?p=70042"},"modified":"2026-01-29T17:54:56","modified_gmt":"2026-01-29T15:54:56","slug":"tips-for-implementing-effective-dei-strategies","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-za\/blog\/tips-for-implementing-effective-dei-strategies\/","title":{"rendered":"Tips for implementing effective DEI strategies"},"content":{"rendered":"
\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
\n\t\t\t\t\t

\n\t\t\t\t\t\tTips for implementing effective DEI strategies\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t\t

\n\t\t
\n\t\t\tPublished
\n\t
\n\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tZia Taylor<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n
\n\n

These days, the workplace is awash with acronyms. Between ESG, ESS, WFH, and TGIF, it\u2019s tough-going to keep up with the lingo. So, let\u2019s introduce another, why don\u2019t we? Please welcome DEI \u2013 Diversity, Equity, and Inclusion<\/a>.<\/p>\n

While DEI has been around for years, many organisations are still sorely lacking in their efforts to achieve a truly diverse, equitable, and inclusive workplace. Some have implemented programmes that are said to eliminate bias, encourage diversity, and promote a culture of inclusivity, and although these much-lauded programmes have their benefit, they often fall short at the implementation phase.<\/p>\n

There\u2019s a compelling argument for making it work, however. According to\u00a0Deloitte<\/a>,\u00a0organisations\u00a0that prioritise DEI\u00a0are\u00a0six times more likely to\u00a0be innovative\u00a0and\u00a0anticipate change,\u00a0and twice\u00a0as likely to meet or exceed financial targets. That\u2019s because DEI increases\u00a0organisational\u00a0agility, enhances employee engagement, and improves\u00a0the employer\u2019s\u00a0ability to attract and keep talent.<\/p>\n

So, how does one go about fostering a true culture of DEI? Can leadership alone solve this problem? The answer, simply, is no.<\/p>\n

Break the bias<\/h2>\n

A recent study from LinkedIn<\/a> showed that 50% of workers between 18 and 28 had left jobs in tech and IT because the company culture made them feel uneasy or unwelcome. We hear you asking, \u201cIn this day and age?\u201d. Sadly, yes. Too many organisations remain indifferent about bias in the workplace<\/a>, which is the very reason DEI initiatives are now squarely in the spotlight. These organisations are being forced to look at their DEI strategies and find ways to implement them correctly and quickly.<\/p>\n

Employing a diverse, equitable, and inclusive workforce is only the first step in the process. Companies must focus on creating a culture that supports their DEI efforts, too. Here are some things that can be done to help:<\/p>\n

Say what you do and do what you say.<\/h3>\n

Communicate what it is that your organisation has done, and plans to do, to promote diversity, equity, and inclusion. Then walk the talk. If you are committing to considering diverse candidates for roles, providing equal opportunities for advancement, and paying employees equitably, you need policies in place to back that up. Employees will quickly pick up on insincere DEI promises, which can result not only in high staff turnover but also in a sullied reputation.<\/p>\n

He called me a …<\/h3>\n

Prejudicial behaviour in the workplace might not be as simple as name-calling, but it remains rife across organisations and perpetuates as there is seldom any accountability for it. Employees who voice their concerns are often disregarded, which results in even further discomfort for them.<\/p>\n

It is essential that an open line of communication exists through which employees can express their concerns without fear of retaliation or marginalisation. Policies addressing the consequences of prejudicial behaviour should also be put in place and policed regularly in an organisation wishing to retain a diverse, equitable, and inclusive workforce.<\/p>\n

Here\u2019s what we\u2019re doing\u2026<\/h3>\n

Be transparent about what you are doing to meet your DEI requirements. It\u2019s essential for all staff to know what the plan of action is, and what it will look like throughout. Be transparent about your progress, as well as your pitfalls. You\u2019d be surprised at how much valuable input you can get from your diverse workforce when you\u2019re honest about where you are.<\/p>\n

Get the buy-in.<\/h3>\n

Leaders must understand why DEI is important and recognise the benefits for their workforce. If senior executives don\u2019t have a thorough understanding of why DEI is important, they may be reluctant to support the policies that foster an inclusive workplace culture. Furthermore, they won\u2019t be able to accurately communicate to employees the sincerity of their efforts.<\/p>\n

Educating executives on how DEI can help them reduce staff turnover, make the organisation an attractive place to work, and even encourage innovation, could persuade them to support DEI initiatives.<\/p>\n

Programmes and processes for the people<\/h2>\n

Once you have buy-in from your leadership and staff alike, you need to implement policies, processes, and programmes that support them as they navigate their way through the DEI waters. Here are some of the things you need to consider:<\/p>\n

It\u2019s all systems go.<\/h3>\n

Ensuring that your organisation is ready to implement the required DEI policies is critical. You can have the best intentions, the support of your leadership, and the buy-in of your staff, but if your organisation isn\u2019t primed for change, there\u2019s no way to succeed.<\/p>\n

\n

Organisational readiness requires investment in both people and the process of the DEI strategy, as it is not the responsibility of a single person or leader, but rather that of the organisation as a whole.<\/p>\n<\/blockquote>\n

Over and above organisational readiness and executive commitment, it is essential to measure certain metrics to ensure that you are tracking the impact of your DEI efforts. It\u2019s important to look at:<\/p>\n