Best practices when focusing on DEI 

How can organizations bridge the gap between good intentions and positive results? To develop a truly effective DEI program, a few guiding principles should always be front-of-mind for any business: 

DEI initiatives need to be assessed and designed from the bottom up:

Rather than approach the DEI from the top down, business leaders should always remember that an effective DEI program needs to represent and serve the workforce it's being designed to support. Rather than make assumptions, leaders will benefit from acknowledging that they 'don't know what they don't know,' and seeking out feedback and input from their workforce itself. 

"To be effective, DEI programs have to be designed from the bottom up. Only by engaging with employees at every level can organizations truly get to know their diverse populations and create more effective, inclusive, and sustainable DEI initiatives." - Carlos Sarmiento, Diversity and Inclusion Director, SLB

DEI needs to be at the heart of all organizational functions: 

For true systemic growth to occur, the principles pf DEI should be incorporated into every aspect of an organization's goals and processes, including organizational strategy, recruiting, workforce management, vendor partnerships and global talent mobility program planning.

DEI principles should be modeled at all levels of the organization: 

Once DEI standards are defined, it is important that all employees participate in training provided and embody the program's guiding principles. Company leaders, from directors to C-suite executives, need to act as role models for direct reports - and third-party vendors be provided with clear expectations, since they'll often have client-facing duties as a part of their partnerships with the organization. 

A successful DEI program depends on a clear communications plan: 

To be truly impactful, it isn't enough to establish a DEI initiative; everyone in an organization, from interns to leadership, need to understand its importance and see it embedded in the company's culture. To accomplish this, businesses benefit from developing clear, inclusive messaging regarding DEI principles, behaviors and action steps that will be expected of its employees, and the many opportunities and benefits that DEI efforts will bring to both employees and the organization. 

"A robust DEI program is only effective if managers and department leads understand its principles. Without training - and being able to effectively communicate the program's goals and benefits to staff member - no DEI program can achieve its intended impact." - Yuki Watanabe, Head of Global Mobility, Onboarding Experience and Business Travel - Delivery Hero

Intercultural Training and DEI 

During any intercultural relocation, equity should be a driver behind assignment planning and professional growth, regardless of job title, seniority, or assignment location. Equitable relocation practices involve providing consistent support and resources, such as comprehensive cultural training, family assistance, and career development opportunities that are customized to each employee’s (and family’s) unique needs. This approach helps avoid potential disparities and ensures that every employee, whether a junior staff member or senior executive, has an equal chance to thrive and contribute effectively in their new host location. By prioritizing equity in global assignments and basing access to support on need, organizations demonstrate a commitment to fairness, caring and inclusivity, which leads to increased employee trust, satisfaction, and loyalty. The result is a more motivated and engaged workforce that drives innovation and productivity, ultimately benefiting the employer's bottom line.