The Canadian workplace has seen significant changes in diversity, equity, and inclusion (DEI) in recent years. Companies have started to prioritize DEI by hiring in-house DEI managers and creating DEI committees. However, while having an internal DEI point-person is essential, they may not have the expertise, experience, or bandwidth to address all the IDEA areas that require attention. This is where an external DEI consulting firm can add significant value.
Expertise Outside of Your Organization’s Skillsets
DEI consulting firms bring a range of skills and expertise that is not typically available within an organization’s internal DEI team. DEI consulting firms can offer guidance on all aspects of DEI initiatives, including project management, change management, technology, statistical analysis, training and development, and internal communications. They can also provide training to internal teams to increase their knowledge and understanding of DEI issues, helping to build capacity within the organization. DEI consulting firms have access to a wide range of resources, including research studies, industry benchmarks, and best practices, that can help organizations develop more effective and efficient DEI programs and initiatives.
For example, DEI consulting firms can help organizations with their hiring practices. The hiring process is a critical component of DEI initiatives. When hiring a consultant, they can provide guidance on recruitment strategies to attract diverse candidates, ensuring that job descriptions and job postings are inclusive, and unbiased. Inclusive language is one of the most important ways of communicating to candidates that they will be welcome in your company. An external DEI consulting firm can provide best practices on language and help employers eliminate any unconscious bias in the job postings. This can lead to a more diverse pool of candidates and greater inclusivity in the workplace.
Practical Experience in D&I Implementation
While hiring someone with lived experiences of systemic prejudice and discrimination is crucial, it does not mean that they have the practical experience to undertake organizational reform. Practical experience managing strategic DEI initiatives is more important than lived experience for understanding complex DEI projects. DEI consulting firms have the practical experience needed to identify and implement solutions that can make workplaces more diverse and inclusive. They have worked with various organizations and industries, which gives them a broad understanding of the challenges that companies face when implementing DEI programs and initiatives.
For instance, DEI consulting firms can provide guidance to companies to help develop programs that provide a safe and inclusive workplace. Many employees face various forms of discrimination or harassment, which can create a toxic work environment that affects their mental health and well-being. An external DEI consulting firm can help companies develop policies and procedures that prevent discrimination and harassment, and establish a safe and inclusive workplace. This can include providing training on unconscious bias, diversity and inclusion, and conflict resolution. They can help organizations ensure that their employees are educated on these issues, that everyone has the same understanding and speak the same language on how to tackle discrimination and harassment issues.
Neutral Third-party
DEI consulting firms can provide a neutral third-party perspective on DEI issues, which can be invaluable for organizations. They can help build trust within the organization, acting as an objective party to help employees feel comfortable asking questions and raising concerns. This can help address any resistance that may arise during the implementation of DEI initiatives, particularly if employees are unsure about how to raise concerns without feeling that their employment is at risk.
Organizational Blind-spots
Many organizations have blind spots when it comes to DEI. These are areas where they may have previously avoided or misunderstood DEI issues. DEI consulting firms can help organizations uncover these blind spots and develop strategies to address them. They can identify areas where the organization needs to focus its efforts and provide guidance on how to create sustainable and tangible results.
For example, DEI consulting firms may use data analysis to identify areas where an organization is falling short in terms of diversity and inclusion, such as underrepresented groups in leadership positions or disparities in compensation. They can then work with the organization to develop a plan to address these issues, which may include changes to recruitment and hiring practices, unconscious bias training for employees and leaders, and implementing diversity metrics to track progress.
Additionally, DEI consulting firms can provide a fresh perspective on an organization’s existing DEI initiatives. They may identify areas where the organization has been unsuccessful or where there is room for improvement. By shining a light on blind spots, DEI consulting firms can help organizations to be more intentional and effective in their DEI efforts.
Holistic View
DEI consulting firms can help organizations take a holistic approach to DEI, which includes leadership ownership and accountability, ongoing access to non-mandatory diversity and inclusion training, rethinking core talent management policies and practices, and developing programs and policies that engage employees at all levels to embrace and implement DEI plans. A holistic and strategic approach can help move an organization beyond employment equity compliance towards building an integrated and measurable program that creates practical and sustainable results.
For example, DEI consulting firms may work with an organization to develop a comprehensive DEI strategy that aligns with the organization’s overall goals and values. This strategy may include a range of initiatives, such as building a diverse and inclusive talent pipeline, providing training and development opportunities for underrepresented groups, and creating policies and procedures that promote equity and fairness. A holistic approach can ensure that DEI efforts are integrated into every aspect of the organization, rather than treated as a separate initiative.
Measuring The Impact
A strong and experienced diversity and inclusion consulting firm has the understanding of the relevant research and the organizational experience and expertise to measure the impact of a strategic approach to DEI on your unique business or organization goals/outcomes. This exercise can build trust and support the momentum and sustainability of DEI efforts.
For example, DEI consulting firms may conduct surveys or focus groups to gather feedback from employees on the organization’s DEI initiatives. They may also track diversity metrics such as the representation of equity-seeking groups in leadership positions or turnover rates for employees from diverse backgrounds. By measuring the impact of DEI efforts, organizations can determine what is working and what needs improvement. This data can be used to make informed decisions about future DEI initiatives and to hold leadership accountable for progress.
Conclusion
In conclusion, hiring an DEI consulting firm can be a valuable investment for companies in Canada looking to prioritize DEI initiatives. DEI consulting firms can bring the expertise, experience, and third-party perspective that an internal DEI team may not have. They can help organizations uncover blind spots, take a holistic approach to DEI, and measure the impact of their efforts. DEI consulting firms can help companies move beyond talking about DEI and take action to create constructive and sustainable change in the workplace. As Canada becomes increasingly diverse, organizations that prioritize DEI will be better positioned to attract and retain top talent, build stronger relationships with customers and clients, and contribute to a more inclusive society overall.
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References:
Ali, A., & Breckenridge, J. (2018). Social work and diversity: a practice guide to cultural competence. Routledge.
Consulting.ca. (2018). Diversity and Inclusion Consulting Market Booming in Canada.
Cox Jr, T. (1994). Cultural diversity in organizations: Theory, research, and practice. Berrett-Koehler Publishers.
Deloitte. (2017). The Diversity and Inclusion Revolution: Eight Powerful Truths. https://www2.deloitte.com/global/en/pages/about-deloitte/articles/diversity-and-inclusion-revolution.html
Harvey, W. B., & Allard, M. J. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Society for Human Resource Management. (2019). 2019 Diversity & Inclusion Survey Report. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%202019%20Diversity%20and%20Inclusion%20Report.pdf
This blog was originally published by Diversio EDU (formerly CCDI Consulting) in Feb 2023.
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