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Updated: Mar 3


Photo by Anne Nygård on Unsplash



A diversity, equity and inclusion (DEI) led integrated strategic marketing communication approach can transform your business. However, there are some requirements to ensure successful implementation.


1. Defining


What does diversity, equity and inclusion mean for your organization?


2. Committing


What tangible actions are you willing to take to implement measurable outcomes and key results (OKRs)? Is DEI embedded in your strategic business planning starting at C-level?


3. Communicating


Have you engaged employees in decision-making related to your DEI program?


4. Debiasing


When was the last time you looked at your organizations' HR approach? Is there an emphasis on inclusive hiring practices?


5. Measuring


Don't assume. Engage cross-organizationally to ensure that you are reaching your targets. If not, adjust accordingly.


Maybe you tried but fell short of achieving your objectives. By carefully considering the five requirements listed above, you are well on your way to implementing a successful DEI program in your organization.


Making sure that your employees are working in inclusive and psychologically safe environments where they can be their authentic selves can be challenging for many companies.


DDW takes a topical approach to create culturally inclusive environments. Using a lived-experience perspective and scaling impact, we help you understand and address complex diversity and inclusion challenges in business environments.


I focus on helping organizations understand how to align their values to build an open culture that facilitates conversations about race, ethnicity and inclusivity.


I work with Executive Management (C-Level), other key decision-makers and Human Resources to understand why they are focused on diversity and inclusion.


Next, I get anonymous input from employees in the form of a survey about their lived experiences. I then work one-on-one with executive management, marketing, communications and HR based on our initial consultation and the findings of our employee engagement by:


1. Creating a psychologically safe space for communication.

2. Exploring the language used around race, ethnicity and inclusion.

3. Listening and questioning assumptions and biases.

4. Discussing how to convert learning into a strategic action plan for management.


After the one-on-ones, a telephone call follows to review outcomes and learnings to determine the next steps. We also provide a report with recommendations.


Using recent events like the deaths of Abdirahman Abdi and the impacts of academic streaming, the COVID-19 pandemic, and the Canadian criminal justice system, I help leaders and decision-makers understand the impact of systemic racism from a Canadian perspective. I share my journey and ask them to relate it to their own lives. I assist leaders to communicate better with their teams and work toward positive outcomes by focusing on:


• DEI Strategy

• Organizational Change Management

• Employee Communications Development


THE PROCESS


Discovery


One-to-one private C-Level conversations.


Research


A company-wide survey to measure current DEI initiatives, if any, and to assess where growth opportunities might exist.


Measurement


I compile data and developing a report with objectives and key recommendations (OKRs).


Execution


I implement DEI objectives and recommendations focused on employee engagement and communication.


Follow-up


I assess the impact of DEI best practices and making any necessary adjustments.


Whether you have already tried - or are in the process of implementing a DEI strategy for your organization, my approach can help you achieve measurable results.

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THOUGHTS