encourages other employees to follow suit. Leaders tend to hold the most social capital in an organization and can use that to advance DEI initiatives. –Ensure resources for longevity in the budget, expertise and timeline: Like any other core business activity, DEI initiatives need to be resourced based on the capabilities required to effectively execute on the plan. This may require a cross-functional team (not limited to the HR function) and access to experts, possibly through external partnerships. 4. Solution designed for context Driving effective, sustainable impact requires solutions that address the root causes of the problem and are integrated into day-to-day work. –Develop solutions that address the root causes, with scalability in mind: To effectively address the most critical root causes, the initiative’s solutions will likely need to be multifaceted. As an illustrative example, a coaching programme alone will not solve a gender parity problem. The solution set will also need to address systemic bias in hiring, performance management and other policies that disadvantage the target population. Each solution should be designed with scalability in mind to ensure that potential impact will not be hindered by barriers such as cost or operational complexity. –Integrate changes into key processes and ways of working, so impact is sustained: To drive enduring change, the solution needs to address relevant elements of the organization’s systems, processes and ways of working. Sustained change also requires a shift in mindset and behaviour for all employees (e.g. addressing unconscious bias). –Equip and encourage employees to contribute: As part of the process of designing a solution, companies not only need to equip employees to make the desired change (e.g. through upskilling) but also to encourage them to do so by setting new expectations, measuring progress and holding them accountable through performance management. 5. Rigorous tracking and course correction Measuring progress against initiative goals allows leaders to evaluate the solution’s effectiveness and supports the most impactful use of company resources. Insights from tracking may surface opportunities to adjust or course-correct the initiative to increase impact. –Define KPIs and implement rigorous tracking process: Designing a measurement strategy involves picking the right metrics and milestones to track at regular intervals (e.g. before, during and after a programme phase). Scorecards should track progress towards a high-level aspiration (e.g. the percentage of women in leadership roles), the resolution of root causes (e.g. reducing gender bias seen through an increase in the promotion rate of women) and granular initiative actions (e.g. the percentage of women with an assigned mentor and the frequency and quality of those interactions). Data collected should include qualitative feedback from target populations. –Use data and feedback to course-correct as needed: With the right metrics and milestones in place, adjustments to the solution can be implemented sooner rather than later to ensure the solution is effectively addressing the root causes. Diversity, Equity and Inclusion Lighthouses 2025 41

Diversity Equity and Inclusion Lighthouses 2025