Dear Holistic,

How can we advance women/folks who are not male-identifying and BIPOC in our organization without singling them out or excluding opportunities for other groups? It’s a priority of ours to see more diversity in our company, especially in leadership roles. We want to make sure we’re making the right decisions so that every level at our company is more equitable. Where do we start?

Sincerely,

Enthusiastic about Equity

* * * *

Dear Enthusiastic about Equity,

You can start by trying to determine what it is that folks actually want and need. It’s important to start by gathering employee sentiment around the topic before you implement any policies or programs. Employees will feel seen and heard when they are asked their opinions or asked to participate in program development. These things in themselves are acts of inclusion!

First, we advise that you utilize employee surveys and ask specific questions about development and growth. You could also filter responses by demographic to see if there are particular groups looking for something specific.

Second, you need to take a deep look at your internal pay structure to ensure that all employees are compensated fairly. Look into your company’s intra-division and intra-level compensation structures from a race and gender perspective to identify any pay gaps.

Lastly, consider implementing mentorship, leadership, or educational programs and ask folks for feedback. What kind of mentorship structure works for them? Is there any internal or external programming you can offer to your employees? Can you offer education reimbursement? Do you have an equitable promotion system in place? These actions make your employees feel valued and provide opportunities for them to achieve their career goals.

Above all, understand this will be an ongoing task. By investing in your employees’ futures and promoting their advancement, you are creating a more equitable culture at your company and giving employees better tools to succeed.

Yours truly,

Holistic

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