DEI leaders consistently achieve the most measurable impact by aligning their company initiatives with their industry's competitive demands. For instance, a tech CDO reduced recruiting costs while expanding underrepresented talent pools by partnering with coding boot camps. Similarly, a healthcare CDO grew their hospital's share of a diverse patient base by addressing cultural and language barriers through strategic hiring and training. These CDOs met their DEI objectives in both cases while helping their companies become more competitive within their industrial space.
Tailoring is essential in this next evolution of DEI. We dedicated a whole section of our book, The Conscious Communicator: The fine art of not saying stupid sh*t, walking readers through the importance of tailoring in The DEPTH Model. "T" in DEPTH is for Tailoring. Tailoring guides organizations to be true to where they are in DEI work and customize DEI work authentically. Like marketing, we need to tell our unique story and how we differentiate from others in our category by tying it to our core capabilities and competencies. Simply ask, "Is this our lane?" when considering what to prioritize. If it's a topic that they know nothing about or if they have no power or influence to contribute to solving it, then speaking or acting externally could cause more harm than good to trust and reputation. Tailoring DEI work and messaging shows where they can weigh in to add to the knowledge and move the needle externally while providing ongoing customized support for employees. Organizations constantly stipulate that they can't say something about everything, which is true to a point. Tailoring lights a clear path for each organization to discover its own identity in DEI work overall. They can't do all of the things, but they must do THEIR thing. Tailoring highlights the organization's unique competencies, strengths, and influences. Tailoring frees organizations to tell their unique story as a part of a larger whole.
Tailoring DEI programs to specific industries requires a deep understanding of their unique challenges and opportunities. For example, I worked with a manufacturing company struggling to recruit and retain diverse talent, particularly women and underrepresented groups in technical roles. My years of experience in business coaching, combined with insights from my extensive research on entrepreneurship and organizational success, allowed me to identify systemic issues in their recruitment practices and workplace culture. We revamped their hiring process to focus on skills-based assessments, eliminating biases from initial screenings. Simultaneously, we developed mentorship programs and upskilling initiatives to support diverse employees in climbing the career ladder. This approach not only diversified their workforce but also improved retention and morale. The key to this success was leveraging my expertise in recruitment strategies and operational efficiency to align the DEI program with their operational goals. By analyzing industry-specific data and applying targeted strategies, we achieved an increase in diverse hires within a year and reduced turnover. These results stemmed from addressing the organization's unique dynamics and aligning DEI initiatives with measurable business outcomes. It's this kind of precise, results-driven approach that has consistently set my coaching apart and delivered lasting impact across industries.
DEI programs have the best intentions, however I am not sure creating segregated groups really address the issues with diversity and inclusion, or lack thereof. I believe more should be done to bring awareness to organizations, but I am not a fan of having various groups to join specific to your race, sex or ethnicity. I feel it only greatens the divide.
In ecommerce, especially in the supplement industry, DEI programs need to focus on representation and inclusivity in both product offerings and marketing. For instance, we made a point to feature diverse athletes and body types in our campaigns, ensuring our brand resonates with a wider audience. This not only builds trust but also helps us connect authentically with customers from different backgrounds.