Concrete actions that can boost DEI.

Concrete actions that can boost DEI

While McKinsey identified 33 core “interventions” that drive impact, it cautions employers:

Be selective. Choose only a few interventions that will move the needle in your organization, and be disciplined in the execution.

Interventions to drive impact, nonexhaustive

Internal levers

Particularly relevant during the COVID-19 Crisis (highlighted green)

Hiring

Talent-pool expansion (E.g. using analytics, hiring from HBCU's¹)

Job descriptions that excite a broader range of candidates

Resume screening without demographic identifiers

Diverse recruiting slates

Promotions

Mentorship and sponsorship for underrepresented groups

Fair and objective performance reviews (including productivity tracking)

Diverse slates for promotions/new positions created

Succession planning with diversity analytics and/or commitments

Conscious inclusion training

Leadership training for underrepresented groups (Including grants, tailored courses)

Retention and Inclusion

Strengthened partnerships with ERGs²

Allyship programs that are promoted and supported

Frequent employee pulse survey

Virtual/flexible work options, including extended family leave

Manager trainings for inclusive virtual/hybrid leadership

New COVID-19 policies ( eg. sick leave, work-from-home stipend)

Reskilling efforts to retain underrepresented talent

Developing and offering work reentry programs

Regular leadership communication and engagement (eg. townhalls)

When being selective about your initiatives, which will your business focus on? (Select all that apply)

Hiring
Promotions
Retention and Inclusion
Product, services and operations
Broader Community
Foundational Practices

External Levers

Product, services and operations

Supply-chain and distribution-chain diversity

Product and services development driven by inclusion in design

Customer/network engagement with company's DEI³initiatives

Communications (marketing & PR) leveraged for public messaging

Broader Community

Resource allocation through pro bono commitments and/or philanthropic support

Cradle-to-career initiatives (eg. skill training, scholarships)

Leading public research

Proactively help employees who have been let go/ furloughed

Foundational Practices

Visible support and commitments from senior management

Measurable aspirations and goals by diversity type and level

Thorough qualitative DEI³ diagnostics (eg. updated regularly to reflect workforce changes)

Ongoing monitoring of aspirations and linking them to incentives

Governance structures in place to drive DEI³ program

Publicly available commitments and data initiatives, progress, and goals

1. Historically Black colleges and universities
2. Employee resource groups
3. Diversity, equity and inclusion

Source: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diverse-employees-are-struggling-the-most-during-covid-19-heres-how-companies-can-respond