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Diversity, equity, and inclusion (DEI) are taking center stage in corporate conversations, and many companies are investing deeply in DEI frameworks and KPIs, aiming for fair treatment and full participation for everyone, especially those who have historically been marginalized due to identity or ability.
But before jumping on the DEI bandwagon, let’s pause and ask: Do we really need a complete overhaul, or is DEI just “common sense” that managers should instinctively embrace? Through our experience helping clients embed inclusive practices, we’ve found that while DEI initiatives can be resource-intensive, they don’t have to be. Often, it’s simply about being more human.
№1. Tackling the Diversity Learning Curve
At its heart, design is about the human experience, and designing DEI programs is no different. It’s about embracing the broadest range of human diversity — considering ability, language, culture, gender, age, and more. But here’s the twist: sometimes, even the “broadest range” isn’t broad enough!