Set clear goals

Assess status quo to understand where the organisation is at. Focus on demographics, analyse processes & practices and deep-dive into company culture. Continue by setting concrete and timebound goals that reflect your organisations’ starting point and the change that needs to happen.

Identify key actions

Identify the critical first actions and develop a strategic roadmap to guide your way, measure and manage your DEI work and seek regular feedback from your critical stakeholders.

Build inclusive leadership culture

Leaders and managers play a crucial role in building and leading diverse teams. Build inclusive leadership systematically: ensure integration into KPIs, leadership principles, competence development and processes to propel transformation.

Integrate in processes

Change is tangible actions taken everyday across the organisations and functions. Define together with different teams how DEI becomes a systematic part of processess, such as recruitment, employee experience, career development, innovation practices, brand, product and service design and marketing.

Provide tools for action

Support the change by making sure the different functions across the organisation have tools to act. Start by building foundational awareness, and then move to enabling actions by providing data and shared tools.

Strive towards inclusive customer experience

DEI is an opportunity to change the way how companies interact with their customer base: how they design and deliver inclusive experiences that cater for diverse audiences. It offers a significant business opportunity, but above all it offers a profound opportunity to make a positive impact on peoples’ lives.