With the past 15 months behind us, we are starting to see some normality return. Face-to-face schooling, plans for fall sport revivals, women being able to return to work as the disproportionate labor(s) are deputed elsewhere… But we are also seeing a social shift: A new political climate, an increase of awareness about the stark contrast in opportunity for those underrepresented at work, and the pieces falling into place about the essentiality for defined and persistent DEI efforts within corporations.

As we re-enter physical working spaces, albeit with a slow and steady return, what can companies do to craft a thoughtful and meaningful Diversity, Equity, and Inclusion program?

First, we must take the time to understand the scope in needs of employees. As an example, I found in my recent research that working adults were far more likely to opt for time off, flexible schedules, and family leave before hoping for salary increases and other perks. The key here is to seek out responses from the collective of the organization, uncovering the concerns, needs, and opportunities for re-writing the norms of company culture as it pertains to inclusive decision-making. Case in point: Whom you seek out to answer these questions must be a diverse set of people within the company. A combination of qualitative and quantitative measures can provide the data you seek for determining what changes must take place, and then there needs to be a way to convey how in fact they will occur.

As a thought-starter:

• What are your representation goals for the coming year?

• How do you address overt internal discrimination?

• What can people do when they feel they are a part of an out-group?

• How are you addressing pay inequity?

If you haven’t considered the answers to these questions, it is time to do so. Realize also that it is one thing to inquire and it is another to act. The intent must be to institute change for better belonging and psychological safety and must also be paired with transparency. How are you going to reach that end goal? Being forthright about how to uncover pay inequity, for example, will demonstrate a commitment to all people within the organization (and a great place to start is a pay audit). Be upfront about the process, the timeline, and the intended outcomes. How will the inequities be corrected?

If you’re not sure – let’s brainstorm! There is only an opportunity for improvement ahead.