When it comes to enhancing our natural talents and tapping into our full potential, we can think of ourselves like seeds. In order to grow most beautifully – and in a way that nourishes our entire garden – we have to be planted in soil that has the proper blend of nutrients. 

We can look at our careers the same way. We create our best work in environments that give us the freedom to grow and learn in a space that feels safe and supportive. And for those of us in marginalized communities, that space must not only allow us to be seen, heard and understood – it must offer us equal access to resources and support. 

Whether you’re a business owner or an employee, diversity in the workplace (or lack thereof) will impact you. Studies show that cognitive diversity in the workplace can enhance team innovation by up to 20 percent, and 67 percent of job seekers consider workplace diversity an important factor when considering employment opportunities.

So how do we ensure more inclusive workplaces for ourselves and our peers? Is it possible to drive high-level change, even in the most corporate environments? More importantly – how do we create change that not only reaps results, but lasts? 

If you’re asking yourself these questions, you already have the vision it takes to make this change happen – all you need is the action to back it up. That’s where a DEI (Diversity, Equity and Inclusion) Committee comes into play. 

Ready to take the leap? Here’s what you need to know to get started:

Set Your Intentions and Do Your Research

Beyond your heart being set on equality, is there anything in particular that is driving you to start this committee? Are there specific pain points you’ve faced that necessitate a dedicated place to be addressed? Have you had conversations outside of work with colleagues voicing particular concerns or discomforts? Take note of these occurrences – they’ll help you focus your efforts.

Before you assemble your team and propose your committee to higher-level management, you’ll need to compile data on existing demographics. This will allow you to get clear on any gaps in representation and room for growth. 

Find Your People

Anyone can take the initiative to start a DEI committee, but it’s important to have buy-in from leadership. Ideally, you should find at least one existing ally with decision-making power who can champion your cause and ensure streamlined communication between your committee and higher management. This is where the research and demographic analysis comes in – having concrete numbers and ideas will help you get the leadership team on board. 

When it comes to finding your committee members, you may want to create an application form where interested individuals can share more about their skills, background, concerns and reasons for joining. 

The key to building a successful DEI committee is to make sure you are including people from all backgrounds, identities, abilities and job levels. Experts recommend recruiting on a volunteer basis – however, if your committee lacks cross-department representation, you can then consider reaching out to specific teams to recruit new members.

Set Goals and Boundaries

Self-care and community care are essential to a successful DEI initiative. Your first couple of meetings will most likely be information-gathering sessions, so it’s important to make sure everybody knows it’s a safe space for them to be completely honest. Creating a joint mission for your DEI committee is key to success and turning your visions into a tangible reality. 

After these first meetings, you should have a better idea of what your first objectives should be. Remember to make them measurable – while qualitative data is essential, quantitative proof that initiatives are working will make your movement last long-term. 

Remember, you can’t do everything yourself – ultimately, there are decision-makers that need to be on board with your mission.

Assess High-level Objectives

During your first few meetings, you’ll likely get a good idea of where there is room for improvement in your organization based on people’s top concerns and critiques. However, be sure to take a step back and consider what other overarching policies may need attention. 

For example, are your existing health benefits supportive of those who are differently-abled? Is your parental leave policy inclusive of LGBTQ+ people? Are your existing employee referral programs only drawing in people of similar backgrounds? These questions will help you create measurable long-term goals for your team.

Stand in Your Power

Though it may feel like a tall order, you have the power to make lasting change in your organization! A DEI Committee will allow you to connect with your peers in a meaningful, empathetic space where equality can be achieved. The committee will empower each of you to achieve the momentum and success in your career that you are worthy of.  

About the Author

Celina Jiménez is a copywriter by day and a poet by night. She is passionate about uplifting underrepresented voices and empowering her community through her work. Get in touch with her on her website!