Diversity, Equity and Inclusion (DEI or DE&I) programs have gone from being a work bonus in a company to being the absolute foundation of a well-rounded organization. Today’s job candidates are tuned into potential employers’ commitment to these three pillars of success and expect employers to maintain that commitment long after hiring.

Despite Equal Employment Opportunity (EEO) statements and DEI awareness at the application stage, not all organizations have fair and inclusive structures in place once workers are on board. the door. DEI initiatives should be an ongoing wheel of tools, resources, and support to help workers from all backgrounds respect differences, foster connections, and identify and mitigate bias.

According to DEI expert and strategist Joelle Allen, CEO of Interaction Traction, Inc., “DEI needs to fit into the very culture of an organization. This often means reinventing the ways we collaborate and solve problems and the tools needed to ensure everyone can give their all at work.”

Developing and sustaining a successful DEI program requires input from all levels of an organization, which can take time, but there are some quick and easy steps you can take today to help you build a successful DEI program. for tomorrow.

Your current employees are a solid resource that can help you learn what you don’t know. Frequent, anonymous organization-wide surveys allow you to ask your teams what they think about diversity and inclusiveness in the workplace. The answers will help identify gaps in current DEI efforts, and knowing what works and what doesn’t will help inform your strategic goals going forward.

Periodic ad hoc surveys also allow you to track trends over time and potentially assess the progress of your DEI initiatives. Plus, employees will feel like their voice counts in the company’s diversity conversation.

It is difficult to glean from a sheet of paper whether a candidate is suitable for a particular work environment. As you build your teams, encourage recruiters to keep an eye out for soft skills and transferable skills. These traits cannot be taught – they come from work experience and life experience. These skills can include problem solving, critical thinking, adaptability, and teamwork.

New hires entering a position already possessing these skills will likely be able to quickly learn the technical aspects of the job. Allen’s advice is to focus less on the fit and start looking for a culture addition.

Employee Resource Groups (ERGs) are employee-led groups where colleagues can connect over similar interests and identities. ERGs can also serve as a setting for lively conversations among employees from all walks of life.

Your employees may benefit from inclusive communities outside of work, but having these kinds of relationships inside the workplace only amplifies a sense of belonging.

Team members can be quite comfortable working with the same people every day, especially in the increasingly disconnected world of remote work. Encouraging cross-team projects forces workers to think beyond their bubble and engage in different work styles.

A collaborative project involving members of different teams can bring fruitful results, not only for the camaraderie but also for the company. In fact, it has been shown that diversity and profitability are inextricably linked.

When DEI becomes EID, you put more emphasis on the fair aspects of your brand, your company and your employees.

Equity means that all employees have access to the resources they need to succeed in their specific career path. Companies that focus more on diversity may neglect to continue their efforts to support these employees after they are hired.

By identifying current gaps in DEI efforts, encouraging cross-team collaboration, and prioritizing your employees’ efforts for career success, you’ll create a successful workplace that puts all employees on the same path to success.