Everyone Wants to Skip Step One

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  1. Examine your company’s mission and vision statements. Are these statements inclusive to a diverse community of stakeholders? Do they articulate a commitment to social justice?
  2. Conduct a S.W.O.T. analysis in the context of diversity, equity and inclusion. What are your organization’s current strengths and weaknesses relative to DEI? What are the opportunities and threats facing your ability to do this work? In this conversation, put everything on the table.
  3. Create a DEI committee and ensure that the CEO is an active member. Bringing together a cross section of members of your organization to steward this work will improve buy-in. Too often organizations and companies hire a diversity coordinator, a lone person who has to wrangle the troops. A committee can speak to different voices and perspectives and leverage existing relationships within the larger community.
  4. Hire data driven experts. This is emotional and high stakes work. Engaging with an expert in the field who balances theory and practice, as well as head and heart will create space for greater participation. Consultants should be willing to conduct surveys and focus groups to get baseline information about your organization’s climate and readiness for this work.

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Tara has been a lifelong educator and champion for kids. She has a blog, My Year on "Mom"bbatical to document her year off from parenting her teenage son.

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Tara Phillips

Tara Phillips

Tara has been a lifelong educator and champion for kids. She has a blog, My Year on "Mom"bbatical to document her year off from parenting her teenage son.

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