6 ways to use cultural levers to embed DE&I in your organization’s workforce dynamics

One of the big DE&I challenges in nearly every organization is moving from well-meaning but ineffective talk to action, and then from limited standalone short-term “10-steps”-type programs to ongoing, comprehensive organizational change.

That was the topic of a roundtable session at Ragan’s recent Diversity, Equity and Inclusion conference, held virtually on May 19th.

Employees and customers are increasingly demanding impactful change, and organizations conversely, can’t sit on the sidelines. That was the core message of the session, entitled “Cultural Levers: Embedding DEI into the Organization to Make an Authentic and Meaningful Impact.”

Three speakers took turns in an innovative round-robin format asking their fellow panelists questions around what can be done to ensure that DEI strategies will be successfully implemented, and the sustained to make a lasting difference. The speakers were:

• Nicole McCann-Davis, Director, Communications and Multicultural Affairs, Seasons Healthcare Management