In a survey of 30 senior DEI leaders across Canada, the following key recommendations were identified:

  • Communication & Engagement: Clear communication to staff, effective feedback mechanisms, and faster DEI response or initiation times.
    (#TwoWayCommunication&Engagement)
  • Accountability: Holding leaders accountable—including tying DEI success to performance. (#Accountability)
  • Data & Research: Better DEI data collation methods. (#DEIResearch)
  • Metrics: Stronger measurement mechanisms for tracking progress. (#DEIMetrics)
  • Leadership Buy-in: Genuine commitment, authenticity, and visible senior leadership support. (#SeniorLeadershipBuyin)
  • Resources: Allocating a dedicated DEI budget and team, instead of treating it as a sideof-desk initiative (#DedicatedDEIbudgetandteam)
  • Representation: Increasing representation at the top levels of leadership. (#SeatattheTable)

While targeted training and education were also suggested, research shows that training without accountability, authority (a seat at the table), and expertise (qualified DEI leaders with lived experience) often has little to no effect—and in some cases, negative impact.

The Bottom Line

  • It’s achievable.
  • It’s profitable.
  • And it’s the right thing to do.

#DEIframework #10KeyDEIcomponents #DEIresearch #drmich