Why Most DEI Initiatives Fail, and How to Plan for Success

Diversity, equity, and inclusion are hot buzzwords for good reason. We’ve known for a long time diverse teams are more innovative than their homogeneous counterparts. Executives and HR departments—with the best of intentions—often start strong. They hire a Chief Diversity Officer, they encourage employee resource groups, and provide anti-racist training. So why are DEI initiatives rarely successful? I’ll give you a hint: it’s in the name.

To start, inclusion is dependent on diversity and equity, but diversity and equity do not guarantee inclusion. Further, inclusion is not enough. Even if you can create the type of work environment where everyone is genuinely included, that doesn’t mean diverse voices feel heard or valued, meaning they eventually go silent. In order to reap the benefits of DEI, you need to reach B: Belonging. When an organization gets to a sense of belonging for all, that’s when the real magic happens.

Now that you know the goal, how do you get there? You pursue it like any other business outcome. Start by identifying, collecting, and analyzing the right metrics. Create a development plan based on best practices in the field, and measure growth over time. It sounds simple, but there are real challenges to overcome. Most organizations don’t know what data to collect. Even when they do, they may not know how to respond. Traditional responses, like mandated training, tend to backfire.

Like most business outcomes, DEIB goals are achieved through long-term commitment to long-term solutions. That said, the payoffs are material competitive advantages: more innovative teams, a culture that attracts top talent, and an organization that is responsive to a diverse customer base.

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