Evaluate The Financial Resources You’re Putting Toward Advancing On Your DEIB Journey

Business leaders: What does your 2022 budget say about how much you and your organization value diversity, equity, inclusion, and belonging? What are your DEIB line items? If they don’t cover more than a DEIB Officer’s salary and a couple “special events,” you need to reassess.

What about compensation for ERG leaders and DEI Council members? They’re providing an invaluable service that in most cases, goes above and beyond the requirements of their job. They should be compensated for the time and effort they put in for planning, managing, leading, and coordinating, not to mention the mental and emotional toll of DEIB work.

What about outside consultants? Have you trained your ERG leaders and DEI Council members? They may be passionate and knowledgeable but they may still need support to operate effectively, efficiently, and strategically with leadership and across your organization.

What about honorariums for DEIB speakers? Whether it’s for a panel discussion, cultural observance, or town hall, these are professionals who are spending their valuable time and providing valuable information to educate and inform your workforce – once again, often at a mental and emotional cost to themselves. Just like you would pay a trainer, you need to pay these speakers.

These are just a few examples of how you can put your money where your mouth is. Consider having internal discussions about the meaningful ways you can signal to your workforce that you’re committed to your DEIB journey – and be prepared to back it up.