When it comes to DEI, how do companies move from just “checking the boxes” to transforming culture, modifying behaviors and effecting sustainable change? Maria Simon, CFW Careers’ Vice President of DEI Practice and Talent Strategy recommends taking an outcomes-based approach, much like that typically seen in sales. We recently spoke with her about what this looks like and how companies can use it to achieve greater return on investment in DEI programs.

I spent 14+ years working in the fast-paced, data-driven world of enterprise sales before becoming a full-time practitioner in the Diversity, Equity, and Inclusion (DEI) space. The main goal of sales is positive revenue outcomes. In sales, you become obsessed with results. Over time, you understand that the only way to get good outcomes is through deliberate, disciplined, and consistent action. When it comes to Diversity, Equity and Inclusion (DEI), one of the biggest issues yet to be addressed is the disconnect between the level of investment and the outcomes that drive and support diversity in the workplace (According to a study published by McKinsey & Company in 2017, In the US, $8 billion a year are spent in diversity training). An article published by SHRM in 2004 advised: "Consultants shouldn't promise specific results, because this is not an exact science." And that has been a widely held view in the years since: Spend lots of money, check the box, and don't expect specific results? Lack of results would not be acceptable in any other business area, so why is it when it comes to DEI?

An outcomes-based approach to DEI is much harder than merely delivering training and hoping for the best. If a company and the consultants they hire are not committed to improving outcomes, the initiative runs the risk of becoming just another "check the box exercise." Talent Management and DEI initiatives are about people, not numbers, so we don't recommend just focusing on metrics-based outcomes. Rather, we recommend working toward action-outcomes supported by the consultant in full partnership with the company's executive leadership. Examples of our recommended approach include a commitment to invest x amount of money to eliminate the pay gap by x date or a company-wide OKR related to increasing BIPOC's in management roles. Taking this approach, each action directly results in a positive outcome that moves the needle. Consider how much more impactful (and measurable!) this is than what we often hear: nice-to-haves like a few employees starting an ERG in their “free time” or encouraging managers to look beyond their network when hiring.

Hiring a well qualified DEI consultant can lend an external perspective, contribute tools and resources and, in the best scenario, shift corporate culture, processes, and practices, achieving sustainable results. So how should you evaluate a Diversity, Equity, and Inclusion consultant, and how should you work together to ensure a positive outcome that actually moves the needle on DEI and advances equality?

Transparency is essential when engaging with a consultant team. Be candid and forthcoming about why your company has decided to engage the services of a consultant, any roadblocks or challenges experienced around past efforts, and any starting point ideas around what you hope to achieve.
Corporate Commitment. Before forging ahead, make sure your leadership team is on board with the initiative, ready to support the process, and open to considering suggestions.
Investment goes beyond what you pay the consultants. Investment means allocating money and employee time to DEI-related initiatives to ensure that the consultants' recommendations are implemented and well resourced. For example, there is no point in doing a salary assessment if you aren't going to allocate the budget needed to equalize compensation.
Accountability. Tying DEI goals to executive compensation as an incentive to achieve them will directly affect the company's performance. You may be surprised to see how quickly you can start moving the needle once the executives realize that failure to support DEI would affect their performance reviews and income.
Alignment. DEI is as complex, robust, and multifaceted as humans are, and this is why consultants typically focus on a single area of expertise. When evaluating consultants ensure that their expertise aligns with your needs. Ask them for examples of similar engagements, the results they’ve achieved, what they anticipate as outcomes, and how they’d collaborate with your corporate team. If a consultant says they can address all aspects of DEI, be especially scrutinizing.

If your company is honestly committed to improving diversity, working towards equality, and fostering inclusion, don't be afraid of committing to results and holding teams accountable. Time is up, and the current status quo where DEI initiatives exist in a vacuum is no longer acceptable.

CFW Careers is a talent development firm that works with revenue leaders to help hire, develop, and retain diverse teams. The firm was founded in 1973 by David King, who was a pioneer in assisting women in finding opportunities in sales. We remain committed to our roots while continually evolving. At CFW Careers, we always put diversity and inclusion at the center of our talent development efforts. For additional tips on making sure your DEI initiatives stick, check out this blog post. For an actionable tool to drive equality, check out this blog post and make sure you are supporting your DEI executives with these tips. To discuss ways in which we can support your DEI initiatives, please email maria@cfwcareers.com.