Diversity, Equity, & Inclusion (DEI)


You've likely heard it a million times, but just so we're on the same page: ​

Embracing Diversity, Equity, & Inclusion in the workplace is not only the right thing to do, but it's good for business.

With that said, empathy is not enough, nor are "check the box" efforts (e.g. unconscious bias trainings, employee resource groups, cultural events, etc.).

[Systemic Assessment]

If you're really looking to make an impact, and want to build out a really strong DEI strategy, we must first acknowledge that systemic barriers do exist for marginalized individuals. We then need to think critically about how and why those barriers (e.g. hiring procedures, promotional policies, etc.) stifle their success, and simultaneously support everyone else.

Note: Vulnerability and transparency will manifest throughout this entire process. I know that may sound a bit overwhelming, but I’ll be here to support you! Let’s continue...

[Cultural & Workplace Assessment]

Once we have an understanding of the systemic barriers that exist, we’ll need to dig into understanding the culture of your organization. Not only does this involve looking at your quantitative data (think employee self-ID data, such as ethnicity or gender, or candidate pipeline data), but also the qualitative data––what do people (internally and externally) know, think, and feel about DEI within your workplace? 

Using Agile Methodologies, we’ll gain a better understanding of the current state of DEI within your org, employing existing data, focus groups, retrospectives, surveys, and other tools to inform and shape a holistic strategy.

Agile DEI Cycle | Designed by: +parker&co., llc.

[Defining Your Strategy]

Before we dive into creating the first version (yes, version – this is an iterative process) of your strategy, we’ll need to define your North Star. That is, your guiding light–– an aspirational goal or set of principles that will drive your strategy. 

During this stage, you’ll want to keep in mind that while it’s important to be ambitious, it’s imperative that you be realistic when defining your North Star.

Once your key stakeholders agree upon a focal point, we’ll collaborate across the organization to define and set realistic OKRs (or KPIs) for several focus areas, including:

  • Leadership Engagement

  • Communications

  • Recruiting

  • Employee Enablement

  • Employee Development

  • Data & Impact

Once designed, we’ll implement your strategy, evaluate it, and iterate from there!

Sounds like a lot of work, right? It is. Really. But if true equity is what you seek for your organization, then a well-thought out, cohesive, and iterative DEI strategy is what you need. Don’t worry. I’m here to help!


Go ahead, drop me a line and let’s get started!

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©Adriele Parker LLC 2020 - Designed by yours truly with 💉😅😂 and a lot of ❤️ - Accessibility Statement

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