Are diversity awards a help or a hindrance to true diversity and inclusion success?

This tool is designed to help you assess the effectiveness of your DEI leadership capability.  Upon completion, you can assess your results using the self-scoring guidelines.

This tool provides a framework for you to use in creating your own D&I strategy. Includes some examples as a reference.

Over the course of May through July 2021, VisionSpring conducted over 30 interviews with DEI practitioners to determine what are their biggest roadblocks to achieving their DEI goals.  The market research report includes our key findings, themes, stats & facts and our recommendations.

There are many factors and components that contribute to a successful Diversity and Inclusion Strategy.  Those success factors will be different for every organization and there is certainly no silver bullet. That being said, there are three things we believe all DEI strategies must have in order to be effective and successful.

Creating your diversity and inclusion strategy requires considerable time and thought and resources. Here you’ll find some tips for getting started and setting yourself up for success early on in the process.

We focus so much on diversity and inclusion, combatting disparity and inequity, changing policies and procedures, that we totally missed the point. Maybe we need to make it more acceptable to talk about our feelings. To express our fears and our beliefs no matter how contrary or hateful they may appear to others. Even while I write this I shudder at the thought – honestly some of those feelings are better left unsaid. But really, are they?

The End in Mind Exercise is a quick 20-minute ideation activity to help participants create a plan or solution by starting with the end in mind and working backwards.

Let’s start our diversity and inclusion strategy with the end in mind. Here are some questions to get you started.

Organizations have been sharing best practices for decades. While all organizations approach Diversity and Inclusion differently, there are a few key tools and approaches that are consistently linked to success.

This assessment form provides a set of criteria to evaluate current and potential membership organizations.

As a passion-driven group of leaders, DEI practitioners continue to push boundaries, strive for change and positively impact our work environments despite all challenges. To be truly successful in their work D&I leaders must stretch budgets, leverage every possible resource available to them and seek champions in all places.

Countless studies have been performed that connect overall employee engagement to engagement among middle managers. When you think about a company’s organizational chart the rational behind this is clear. Middle managers connect, interact and manage most of the employees within the organization.

With no governance model in place ERGs can flounder focusing much of their efforts on social events. With too much structure ERGs can feel micromanaged and uninspired resulting in a lack of engagement and accountability. Finding that balance can be difficult but a few simple guidelines can help you through this process.

This tool provides a framework for diversity and inclusion practitioners to use in creating their own D&I strategic plans

Planning for the futurecan be an extremely daunting process. A lot rides on your strategic plan –it defines your goals and more importantly how you plan to achieve those goals. Done right,your strategic plan can be the key to forward motion and success.