A New Year for Equity: Refreshing Your DEI Commitments in 2025
Introduction
As we step into 2025, our commitment to Diversity, Equity, and Inclusion (DEI) and belonging in the workplace has never been more important. With the shifting dynamics both in the United States and industries across Canada, it’s crucial to keep investing in your people. Despite the challenges we face, staying true to DEI principles ensures that everyone on your team feels seen, heard, and valued.
As we near the end of January, it’s a great time to reaffirm that DEI remains a priority through inclusivity, tackling bias, and fostering a space where diverse perspectives thrive is crucial.
Why Start the Year with a Diversity and Inclusion Strategy Refresh?
Starting the year with a refreshed DEI strategy isn’t just about ticking off boxes—it’s about re-energizing your efforts and setting a clear path forward. Taking time to reassess your diversity and inclusion approach ensures you’re on track to create a more inclusive and equitable environment.
How to Audit Last Year’s DEI Efforts and Learn from Them
Evaluating the previous year’s DEI initiatives is a great way to understand what worked and where there’s room for growth. McKinsey & Company suggests five key steps for creating and executing a successful DEI strategy:
- Aspire: Align on the vision.
- Assess: Build the fact base.
- Architect: Develop the plan.
- Act: Mobilize capabilities and resources.
- Advance: Measure progress to scale and sustain momentum.
So how do you audit your past efforts? Here’s how:
1. Reflect on Last Year’s Wins and Challenges
Take a look at your DEI goals from last year. Where did you face challenges? Reflecting on both accomplishments and setbacks is important for understanding what’s working and where to focus energy in the year ahead.
2. Dive into the Data
Data is key to seeing where you stand. Employee surveys, demographic data, pay equity audits, and retention metrics offer a clear picture of where progress has been made and what needs attention.
3. Build Your Roadmap
Now that you’ve reviewed last year’s efforts and gathered data, create a clear plan for the coming year. Focus on initiatives that support DEI strategy across your organization—whether it’s providing mentorship, tackling barriers, or ensuring everyone has a seat at the table.
4. Get Employee Input
Check in with your employees to see what matters most to them. This will help ensure your initiatives are aligned with their needs and make them feel heard and valued. Creating an open channel for feedback helps bridge any gaps between leadership and the workforce.
5. Track Your Progress
To make sure you’re staying on course, implement tools to track progress. Regular check-ins with leadership and teams can help ensure you’re hitting key goals and adjusting where necessary.
Practical Steps to Update Workplace Policies for Inclusion
Once you’ve audited your DEI initiatives from last year, updating workplace policies to foster inclusion is essential in making sure your strategy is effective and sustainable.
Here are some ways you can update your workplace policies:
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Review existing policies
Regularly auditing processes for bias and making data-driven decisions can help identify disparities and ensure equitable practices. Connect last year’s data to any workplace policies you have in place. Conduct a comprehensive review of those policies to ensure they are free of any implicit biases or barriers.
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Implement Inclusive Language Practices
Connect with a DEI or Inclusive Culture consultant to review all organizational documents, including job descriptions, employee manuals, internal communication, and external communications to ensure inclusive language. This will help employees feel more comfortable.
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Create a Flexible Work Environment
During the last few years, remote work has risen and been a critical benefit for many employees. Allowing employees the autonomy to shape their own workplace schedule, and having a remote option, fosters a culture of flexibility and enriches employees’ lives and business success.
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Implement Anonymous Reporting Systems
Allow employees channels to anonymously report issues in the workplace, including discrimination, harassment, or bias. Ensure that everyone has access to these resources and know they exist.
Setting Tangible Diversity and Inclusion Goals for 2025
Setting goals is important to track progress and stay accountable with the DEI policies and strategies you implement. To set goals for 2025, it’s crucial to define measurable targets, align goals with organizational values, engage leadership, consult employees, and monitor and report progress regularly. Prioritizing diversity and inclusion ensures these efforts create meaningful and lasting impact.
At Canadian Equality Consulting, we offer a range of services, including helping you transform your organizational culture, high-impact training, and enhancing employee experiences to drive engagement, performance and corporate reputation. Get in contact with our team today to start implementing and tracking your 2025 business goals.