Promoting DEIA

Frequently asked questions on equity, diversity, and inclusion certification

How to Promote DEIA

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Promoting DEIA is synonymous with doing the right thing: Every person deserves to be treated with respect and dignity, regardless of their race, ethnicity, gender, sexual orientation, or other personal characteristics. By promoting DEI, organizations can reap a number of benefits, ranging from low staff turnover to improved brand reputation.


One of the most important things that organizations can do is to promote DEIA. Initial recommendations:

  • Use real-world examples to illustrate Diversity and Inclusion concepts. This helps employees understand how D&I issues play out in the workplace.
  • Be prepared to answer questions about sensitive topics like race, ethnicity, gender, or sexual orientation. Be prepared to respond in a respectful, informative way.
  • Avoid making generalizations about any group of people. Everyone is an individual and deserves respect.
  • Focus on the positive - on how we can create a more diverse, equitable, and inclusive workplace.

Create a DEI Policy

A DEIA policy is a document that outlines an organization's commitment to creating a workplace where everyone feels safe, respected, and valued. A good policy should be clear, concise, and easy to understand. It should also be specific and measurable.


Tips for Creating a DEIA Policy

  1. Develop a statement of commitment, including why and what the organization hopes to achieve.
  2. Define key terms to ensure everyone is on the same page.
  3. Identify areas for improvement by conducting an audit.
  4. Ensure DEIA policies and procedures are clear, concise, and easy to understand.
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Conduct Training

Help employees understand DEI's importance and cover topics like unconscious bias, microaggressions, and allyship.


DEI Training Tips

  1. Choose the right trainer, one knowledgeable about DEIA and able to create a safe, supportive environment.
  2. Tailor training to your audience, meaning your workforce demographics, company culture, and specific challenges.
  3. Use varying learning activities to engage participants.
  4. Create a safe, supportive environment where participants feel comfortable sharing their thoughts and experiences.
  5. Encourage open dialogue and discussion to help staff learn and develop a deeper understanding.
  6. Provide opportunities for action, like goal setting, developing action plans, or joining a DEIA committee.
  7. Follow up to assess program effectiveness.

Create a Diversity Council

A Diversity and Inclusion council is a group of employees who oversee an organization's DEI initiatives. The council helps develop and implement DEI policies and programs and serves as a resource for employees who have questions or concerns about DEIA.


Empower the council to make a real difference by giving them authority to make decisions and take action.


  1. Get executive buy-in; it sends a message that DEIA is a priority.
  2. Identify the council's goals.
  3. Recruit council members, diverse people from all levels help ensure they have a broad perspective and can represent the interests of all employees.
  4. Establish a council charter that outlines its purpose, goals, responsibilities, and its decision-making and communications procedures.
  5. Provide funding, staff, and training resources.
  6. Set up regular, open meetings to discuss progress and plan next steps.
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Measurement

Tracking DEIA metrics is an important part of creating a more diverse and inclusive workplace. It helps organizations:

  • Identify areas where the workforce is not diverse or inclusive and develop targeted initiatives to improve DEI.
  • See how DEIA initiatives are working and lets you optimize initiatives as needed.
  • Demonstrate their commitment to help attract and retain top talent and build positive relationships with customers and stakeholders.


Commonly Tracked Metrics

  • Percentage of employees from underrepresented groups (women, people of color, and people with disabilities)
  • Number of underrepresented groups in leadership positions (managers, directors, and executives)
  • Number of employee complaints about discrimination or harassment.


Organizations may also track other metrics specific to their industry or company. For example, a hospital may track the percentage of patients who are seen by providers from underrepresented groups.


When measuring DEI metrics, it's important to set SMART goals and objectives (Specific, Measurable, Achievable, Relevant, and Time-bound). SMART goals can ensure that DEI initiatives are focused and real progress is being achieved.

Celebrate Diversity and Inclusion

Organizations can celebrate D&I by hosting events and activities that showcase the Diversity of the workforce. Here are a handful of ideas for celebrating DEI in the workplace.


  • Host a Diversity Fair: Showcase workforce Diversity and educate employees. Could feature departmental booths, resource groups, and community organizations as well as speakers, presentations, and activities.
  • Host a Cultural Awareness Event: Feature food, music, dance, and other cultural activities and learn while celebrating workforce Diversity.
  • Create a DEIA Award: For an employee, team, or department demonstrating a commitment to Diversity, Equity, and Inclusion.
  • Publish a DEI Newsletter: A great way to share DEI initiatives and showcase workforce Diversity.
  • Create a D&I Intranet or Website: A great way to inform of DEI initiatives and share information about different cultures, employee stories, videos, and other resources.
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Hold Employees Accountable

Organizations need to hold employees accountable for their actions. To start:

  • Be Consistent: Employees should be held to the same standards, regardless of their position or title.
  • Be Fair: Employees should be given the opportunity to explain their actions and to be heard before any disciplinary action is taken.
  • Be Transparent: Employees should be kept informed of the process and the outcome of any investigation.
  • Be Supportive: Employees who have been discriminated against or harassed should be provided with support, such as counseling or legal assistance.


Your organization's DEI policy sets clear expectations for all employees, including behavior, language, and decision-making. It should also outline the process for addressing violations.

  • Encourage Reporting: Employees should feel comfortable reporting any incidents of discrimination or harassment. Offer a variety of channels (a hotline, email, or a confidential conversation with a manager).
  • Investigate Allegations Promptly: When an allegation of discrimination or harassment is made, it is important to investigate promptly. This will help to ensure that the situation is addressed quickly and fairly.
  • Take Appropriate Action: May include disciplinary action, termination, or training for the employee who engaged in the discriminatory or harassing behavior.

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