How to Write Your Diversity, Equity, and Inclusion Statement of Intent
A Diversity, Equity and Inclusion (DEI) statement of intent is a key step in ensuring your DEI strategy is anchored within the overall business strategy. Organisations that have worked through the processes below are ready to write their DEI statement of intent:
Defined the organisational level vision statement.
Defined the people strategic priorities to achieve that vision.
Defined the values, or guiding principles that show the way you will work to achieve that vision, holding your people accountable for behaving in this way.
Potentially completed a DEI audit and from this evidence, informed the DEI strategic priorities to focus on, that have maximum impact on creating an inclusive culture.
The DEI strategy should now be shown as a summary written statement of intent.
Why is a DEI statement important?
It demonstrates your commitment to DEI and provides a consistent and clear message. It is a statement for your people, for your customers, for your local communities and for your suppliers, creating an attractive employer brand to attract, retain and grow amazing talent.
What is a DEI statement?
It’s your positive affirmation statement, setting a positive intent for your efforts.
These are publicly available, creating that important first impression and building your employer brand, as well as holding your people accountable by a constant, publicly available reminder.
You can use your statement to guide your culture change communications, policy documents, include it on your careers website and in your adverts as positive affirmation of your commitment and intention at each stage of the employee life cycle.
How to write a DEI statement
Make the connection. DEI statements need to align to and help achieve your overall organisation vision. This vision statement is an integral part of your organisation’s ways or working, values, and identity. Your statement may lift parts of and connect to your vision, what good DEI looks like for you, what you are doing and why it is important to you.
Clarity. Nothing provides more clarity to being very upfront of your goals. A clear, short, and concise message helps everyone understand how DEI reflects what the organisation is and what it stands for.
Look ahead. Think of what you aim to achieve, of what a just and equitable workplace would be for your organisation. Ask yourself the “why?” for these goals and include that answer in your statement.
Look within. When developing your vision of DEI, involve key stakeholders such as the wellbeing and mental health teams, as well as the employee networks. This will allow you to uncover latent issues, gain new perspectives and a better understanding of a culture that is inclusive of everyone. Reviewing your strategies and identifying missing ones (e.g., neurodiversity or menopause) can add to your inspiration for the statement.
Be honest. Admitting shortcomings to a wider audience is a daunting task, but a necessary one to maintain transparency and stay focused on the end goal. Honesty helps you set realistic expectations and avoid employees disconnect due to the differences in external messaging and the lived reality internally. Make mention of your organisation’s aspirations yet keep the DEI statement grounded. Increasing Diversity, Equity and Inclusion is a cultural change journey, needs time to be established and must be maintained.