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Build a Culture to Foster and Sustain Diversity, Equity, Inclusion & Belonging

A 3-Step Process

Highly inclusive leaders and savvy organizations are committed to diversity, equity, inclusion, and belonging (DEIB) (Deloitte). The research is clear and abundant - companies that incorporate DEIB drive greater innovation (Forbes), higher team performance (HBR), and greater profitability and value creation (McKinsey). Fostering an environment of equity, inclusion, and belonging improves engagement and retention. While gaining these results, these companies are also "doing the right thing" (Forbes).

Many organizations are working very hard to reap these benefits - especially in the current job market with so many people reevaluating if their current work is what they want to be doing and where they want to be doing it. Implementing awareness programs, building DEIB functions, setting explicit business objectives, and communicating leaderships’ commitment firm-wide are some of the steps that many organizations are taking - and they're important. Sustain DEIB by Changing the Culture What will ultimately achieve and sustain DEIB for the long haul is a change in organizational culture – norms, behaviors, values and, mindsets. This is achieved by changes in behavior each and every day, by each and every individual, at each and every point of the employee experience.

"D&I needs to be something that every single employee at the company has a stake in." ~ Bo Young Lee, Chief Diversity Officer at Uber

So, what needs to happen? Organizations need to take some time to review their people practices (e.g., hiring, onboarding, developing, advancing), decision-making policies, communication channels, and expectations of leaders to ensure that they promote (or are not stifling) diversity, equity, and community.

A Three-Step Process

1. AUDIT- Identify the facets of your organization impacted by behaviors that support or work against diversity, equity, inclusion and belonging.

2. ASSESS- Determine the degree of impact and prioritize based on importance and urgency for action.

3. ADJUST- Work to ensure that your organization is engaging in practices that support DEIB and, ultimately, the attraction, hiring, development, advancement, engagement, and retention of your most valuable asset – your people.

To discuss where to start in building a culture that fosters and sustains DEIB in your organization, please contact me at

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