Kickstarting DEI: Strategies to Get Started

Diversity, equity, and inclusion (DEI) initiatives are critical for building inclusive workplace cultures, fostering innovation, and attracting top talent. However, starting and sustaining these initiatives can be challenging. How can HR executives implement and align their organizations with DEI principles and programs if it’s new for their company?

Keeping the pulse on DEI includes enterprise-wide activities and company relations with employees and partners. Here are some ideas to get started.

7 Ways to Get Started with DEI  

1. Leverage Employee Resource Groups (ERGs)

Employee Resource Groups are voluntary, employee-led organizations that promote DEI within companies. They can be formed around various dimensions of diversity, such as race, gender, sexual orientation, or disabilities. ERGs provide a way to engage employees and drive DEI efforts from within. HR professionals can support ERGs by providing meeting spaces or virtual collaboration tools.

2. Microlearning and E-Learning Modules

Investing in e-learning modules and microlearning content can be a way to educate employees on DEI topics. These modules can be designed and developed in-house or sourced from external providers. By making DEI training easily accessible, HR teams can continually reinforce the importance of inclusion in the workplace.

3. Skill-Based Volunteering

Encourage employees to volunteer their skills and expertise to DEI-related projects in the community. Partner with local nonprofits or schools to create opportunities for employees to share their knowledge and make a positive impact. This not only aligns with DEI principles, but also enhances your company’s reputation and employee engagement.

4. Collaborative Partnerships

Forge partnerships with other local businesses or organizations that share a commitment to DEI. Consider organizing joint workshops, events, or shared resources to promote diversity and inclusion collectively.

5. Diverse Hiring Practices

Supporting inclusive work events leads to hiring an inclusive workforce. HR professionals can attend virtual or in-person career fairs and engage with educational institutions to tap into diverse talent pools. Working with a DEI-conscious recruiting partner and implementing blind recruitment processes can help mitigate bias.

6. Employee Surveys and Feedback Loops

Conduct surveys and feedback mechanisms to gauge employee experiences and gather suggestions for improving DEI efforts. Actively listening to employee input and making necessary adjustments sends a strong message about your commitment to inclusion.

7. Community Partnerships

Engage with community organizations and nonprofits that focus on DEI. By participating in or sponsoring community events, HR executives can raise awareness of their commitment to DEI while contributing to the broader social cause. This alignment can be a win-win for both the company and the community.

Keeping the DEI Ball Rolling

Implementing DEI initiatives requires creativity, commitment, and a willingness to collaborate. By leveraging existing resources, fostering internal and external partnerships, and prioritizing actions that return high value, companies can continue to advance their DEI efforts. In doing so, they can create workplaces that benefit all employees, the community, and the business.


About Equiliem

Equiliem (www.equiliem.com) believes in empowering success. It’s our job to cultivate relationships that connect people and employers in a way that is inclusive, intelligent, and allows both to thrive. 

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