As legal administrators, we’re no strangers to planning ahead and setting goals. Amid all our responsibilities, one topic that should be top of mind is diversity, equity, inclusion and accessibility (DEIA).
Now is the perfect time to take a look at your firm’s current DEIA strategies and develop a plan for the rest of 2024 to ensure that the progress you’ve made isn’t lost and that anything that needs a review or overhaul is mapped out and worked into a new strategy for optimal success.
One of the most crucial tasks you can do is review the prior year’s diversity plan. What may have worked in meeting your firm’s goals? What didn’t work? And why? Setting aside time to thoroughly review the past year’s actions means setting your firm up for success in the current year.
This is also a time to celebrate all that has worked well for your company. If your shareholders, partners, associates and administrative staff see that there is change occurring and that the company has benefited from those changes, then you will have more people aligned and committed to seeing the DEIA plan through.
Send a simple one-page visual with an explanatory email, labeling it something catchy like “Celebrating Our Strides in Diversity.” Providing this very important framework helps employees review identified goals, visualize how committed the company was to these goals and celebrate the resulting achievements.
Further, conducting an analytic review of which strategies worked and which came up short is highly important. This process can essentially be as detailed or informal as your firm would like. One question to ask yourself is, how many people are showing up to your diversity initiatives? Are they of different backgrounds, cultures, genders or minority groups?
It’s also essential that you look at any hiring challenges your firm has faced. For example, if a DEIA goal was to hire more diverse entry-level associates and this goal wasn’t achieved, you may need to look at your hiring process or candidate pipeline. If there was a DEIA strategy that was focused on mentorship and advancing minorities within the company, then take a deep look at whether and how those initiatives benefited the mentee and the mentors.
After reflecting on the successes and challenges you’ve faced in your DEIA program, you can move towards setting a vision for 2024 and beyond. Here’s how.
One way to plan out your firm’s future is by creating a vision board — a roadmap that goes beyond addressing challenges to embracing diversity as a strength, equity as a fundamental principle and inclusion as a shared responsibility. Here are some DEIA aspects you may want to include on your vision board.
Establish a robust mission statement and set of core values that encapsulate your firm’s commitment to DEIA. This foundational step sets the tone for all your initiatives and provides a guiding light for both internal and external stakeholders.
Employee resource groups (ERGs) play a pivotal role in fostering a sense of belonging and unity within the organization. Outline specific goals, events and initiatives planned by ERGs to ensure a targeted approach toward diversity and inclusion.
Knowledge is a powerful tool for change. Develop an education initiative that includes training programs, workshops, and resources to enhance awareness and understanding of DEIA issues among employees at all levels.
Strengthen your firm’s ties with the community by actively participating in local initiatives and causes. Community involvement not only contributes to social responsibility but also enhances the firm's reputation as a responsible corporate citizen.
Engaged employees are more likely to contribute positively to DEIA efforts. Implement strategies to boost employee engagement, such as mentorship programs, feedback mechanisms and recognition for contributions to diversity and inclusion.
“One way to plan out your firm’s future is by creating a vision board — a roadmap that goes beyond addressing challenges to embracing diversity as a strength, equity as a fundamental principle and inclusion as a shared responsibility.”
Celebrate diversity through events, campaigns and activities that highlight the unique qualities and backgrounds of your workforce. Creating an inclusive culture involves recognizing and appreciating the differences that make each individual valuable.
Establish clear metrics and goals, ensuring that they are measurable, achievable and aligned with the overall mission of your DEIA initiatives. Regularly track progress and adapt strategies as needed.
Invest in the training and development of employees, focusing on building inclusive leadership skills and creating a workplace culture that promotes diversity at all levels.
Explore innovative technologies, such as AI tools, that can support DEIA initiatives. From inclusive hiring platforms to communication tools that facilitate open dialogue, leverage technology to enhance the effectiveness of your strategies.
Craft and communicate inclusive policies that set the standard for fair treatment and equal opportunities within the organization. Ensure that these policies are embedded in every aspect of the firm’s operations.
Extend your commitment to diversity beyond the workplace by promoting supplier diversity. Partner with diverse suppliers and contribute to the economic empowerment of underrepresented communities.
Empower employees to actively participate in DEIA initiatives. Provide clear guidance on how individuals can get involved, whether through ERGs, volunteer opportunities or leadership roles.
Establish transparent feedback mechanisms that encourage employees to voice their concerns, share experiences and contribute to the ongoing improvement of DEIA initiatives.
In crafting your vision board, remember that diversity, equity and inclusion are not just checkboxes to tick off but integral elements that drive the success and sustainability of your firm. Embrace the vision, champion the cause, and together let’s create a future where DEIA is not just a goal but a lived reality.
