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6 Reasons Why Companies Are Not Getting a Return on Investment (ROI) on Their Diversity, Equity, and Inclusion (DEI) or Anti-Discrimination Efforts

Updated: Dec 4, 2024

1) Not focusing on what matters 2) Learning but not doing 3) Lack of knowledge 4) Incomplete efforts 5) Unclear roles & responsibilities 6) Insufficient efforts or resources

The reasons why company DEI or anti-discrimination efforts are not seeing an ROI

1.      Not focusing on what matters: Getting an ROI on DEI efforts means that companies need to focus on what efforts are needed to get an ROI and how their DEI or anti-discrimination efforts affect ROI.

a.      No effort: You may be making some effort on DEI or anti-discrimination in general, but you are not specifically thinking about or doing anything about how to see an ROI for your DEI or anti-discrimination efforts. Alternatively, companies try to outsource efforts that cannot be outsourced. Consultants cannot do everything or look over every employee’s shoulders before they write, speak, or produce everything for everyone in the company, nor can they (instead of management) make key decisions to keep the company running. 

b.      Irrelevant or incomplete effort: You may be making efforts that do not move the needle on DEI or that do not prevent or stop discrimination. Your efforts might actually be working to perpetuate discrimination rather than preventing or stopping it.

2.      Learning but not doing: A lot of companies will hire trainers or consultants who do the work for employees or teach employees about DEI, but employees of these companies cannot or do not carry on the work or integrate DEI into daily operations when those experts leave.  

3.      Lack of knowledge: You are not sure what efforts affect your ROI for DEI and anti-discrimination efforts. You do not know what has worked for others who have achieved an ROI on their efforts.

4.      Incomplete effort: Your company might be making some effort, but it is not making an effort in all areas with all of the experts needed. These days, some companies may be eliminating DEI activities altogether.

a.      Lack of a cohesive effort: Your company is not working as a team or has patchwork efforts where one part of the company is working against the other since there is no coordination.

b.      Insufficient stakeholder buy-in: You have not included all of the people who need to improve ROI and those who can counteract those who push down ROI. Some stakeholders might actively resist or avoid DEI or anti-discrimination efforts.

5.      Unclear roles & responsibilities: The relevant stakeholders do not know they have a responsibility to do anything about DEI or anti-discrimination efforts. Employees do not own their role in DEI, anti-discrimination, or discrimination prevention efforts.

6.      Insufficient effort or resources: Your company might be making some effort, but it is not enough to make a difference or the amount of difference you want to see.

 

How to achieve an ROI on DEI or anti-discrimination efforts

Hire a coach for reasons 1-2, and 4-6 to increase awareness, gain motivation to implement goals, gain momentum from reactivity or passivity toward movement, figure out how to maximize or increase resources, clarify priorities, and make decisions or plans. A consultant can also provide advice or insights into where to focus DEI efforts based on experience, research, or industry best practices.


Hire a consultant or trainer if your company has knowledge gaps (reason # 2) to fill in the gaps. A consultant can also survey, analyze, or collect data from your own company.


For reason # 4(a) (cohesive effort), a team coach can also work with organizations to help them come to a decision between difficult choices and strategize how they want to approach DEI efforts. A project or program manager can also help keep all parties on track to reaching their goals.


For reason # 4(b) (insufficient stakeholder buy-in), hire a team coach and/or change management consultant to coordinate amongst stakeholders and facilitate conversations about how to obtain stakeholder buy-in for DEI efforts.


For unclear roles and responsibilities (reason #5), hire a coach or facilitator to empower organizations and leadership to clarify roles and responsibilities.

 


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