3 Ensuring Dei Efforts Are Genuinely Impactful, Not Performative
Diversity, Equity, and Inclusion (DEI) initiatives have become a focal point for organizations worldwide. However, the line between genuine impact and performative actions can often blur. This article delves into practical strategies for ensuring DEI efforts drive real change, drawing on insights from industry experts who have successfully embedded inclusivity into organizational culture.
- Embed DE&I in Decision-Making Processes
- Implement Regular Employee Feedback Loops
- Foster Inclusive Daily Interactions
Embed DE&I in Decision-Making Processes
One thing that's made a tangible difference is embedding DE&I into decision-making processes rather than keeping it siloed as an HR initiative. At Spectup, we started involving diverse voices early in our project scoping and client onboarding processes—not just as a checkbox, but as a way to challenge assumptions and improve outcomes. I remember one situation with a growth-stage startup where we brought in a team member from a completely different background to review their investor pitch. She pointed out cultural tone-deafness in some of their messaging that no one else had caught. That small intervention helped them avoid a major disconnect during a pitch meeting with a cross-border VC.
It's these moments—where inclusion improves the actual business output—that show DE&I is working. You can have all the panels and pledges in the world, but unless diverse perspectives are influencing real decisions, it's just noise. The key is giving people from underrepresented groups real influence, not just visibility. That often means slowing down slightly at first, but the long-term impact on innovation, trust, and team dynamics is massive.
Implement Regular Employee Feedback Loops
To ensure DE&I efforts are genuinely impactful, organizations need to move beyond just setting goals and focus on measurable outcomes. One practice I've found truly effective is implementing regular feedback loops with employees. For example, at my company, we conduct anonymous quarterly surveys where employees can provide honest feedback about how inclusive the workplace feels. This data helps us identify areas where we're falling short and make informed adjustments. We also pair this with leadership accountability—each department is responsible for setting specific DE&I goals and tracking progress. By tying goals to performance reviews and incentivizing genuine, consistent efforts, it ensures that DE&I isn't just a buzzword but a core part of our culture. What I've seen is that when employees feel heard and see real changes based on their feedback, it fosters a more inclusive and engaged workforce.
Foster Inclusive Daily Interactions
At Estorytellers, one of the things that has really made a difference for us is fostering an environment where everyone feels comfortable being themselves, not just during big meetings, but in our everyday interactions.
For me, diversity, equity, and inclusion (DE&I) isn't about ticking boxes or having themed days; it's about how we treat one another on a daily basis. I remember a time when a team member shared their feelings of being overlooked due to language barriers. That conversation prompted us to slow down our meetings, incorporate visual aids, and even promote multilingual expression in our creative briefs. It wasn't a flashy initiative, just a subtle change that made everyone feel more acknowledged.
So, true impact comes from listening without judgment and being open to adjusting our practices, not just our words. It's about building trust over time, because when people feel included, they produce better, more meaningful work.
