The Top 5 Questions I Wish I Was Asked About DEI (and Why You Should Be Asking Them)
QUICK SUMMARY:
If you’re asking one or more of these questions, you’re missing the point: What’s the value proposition of DEI? How do we hire more women? What kind of training do you offer? Have you spoken to HR? Have you seen a pull-back in funding for DEI?
Instead, here’s what to ask a DEI expert: What does DEI really mean? What’s the most effective thing leaders can do to achieve diversity, equity and inclusion outcomes for everyone? What’s the biggest barrier to achieving DEI outcomes? Who is responsible for DEI? When’s the best time to start thinking about DEI?
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In my work, I often hear the same five questions about DEI: What’s the business case? How do we hire more women or underrepresented minorities? Why does training fail? Have you spoken to HR? and Have you noticed a drop in DEI funding? While these are valid concerns, they can miss the point.
The questions I wish leaders asked are more forward-thinking, focusing on long-term cultural change and leadership accountability. Here’s what I would love to hear:
1. What Does DEI Really Mean?
Instead of focusing on the "business case" for DEI, organizations should start by asking what DEI truly entails. It’s not just about hitting targets or improving diversity stats. It’s about creating environments where every individual can thrive and feel valued, which in turn drives better business outcomes.
2. What’s the Most Effective Thing Leaders Can Do to Achieve DEI Outcomes?
Instead of asking about specific tactics for hiring more diverse candidates, the real question is: what can leaders do to make their organizations more inclusive? Leaders must take ownership of DEI efforts by setting the tone and holding themselves accountable for outcomes.
3. What’s the Biggest Barrier to Achieving DEI?
Leaders often wonder why DEI training doesn’t work, but a better question is: what’s standing in the way? Two major barriers are lack of leadership accountability and failure to implement systemic solutions. DEI can’t thrive without an integrated, purpose-driven strategy.
4. Who’s Responsible for DEI?
Instead of passing DEI to HR, leaders should recognize that everyone in the organization holds responsibility. DEI is not a department or an isolated program—it’s a shared organizational commitment.
5. When’s the Best Time to Start Embedding DEI?
The right question isn’t why funding for DEI is down, but when should you start? The answer is simple: immediately. DEI should be at the core of your organization’s purpose from the outset.
By shifting the focus from tactical concerns to deeper, systemic questions, we can start to see the real impact of DEI unfold.
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The CLCo approach does just that. We take out the guesswork, guide you clear of missteps and wasted efforts, and create lasting change by solving the root issues. With every solution, we integrate equity and social impact by design.
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