DEI Work Requires Education Year-Round, Says McLean & Company HR Advisory

Diversity, equity, and inclusion (DEI) begin at the top with education and intentionality.

FREMONT, CA: "Every member of an organization is responsible for DEI, but senior leadership and executive members need to lead by example," says Cinnamon Clark, practice lead, DEI Services at McLean & Company. "Leadership must be fully engaged in the education process of the organization's employees and committed to ongoing efforts to foster an environment that models an inclusive workplace. Cultivating diversity long-term requires leadership buy-in – without it, DEI initiatives run the risk of falling short of their goals or becoming performative."

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With the start of Black History Month in the United States and Canada, many businesses will participate in or renew their commitment to employee resource groups (ERGs) and internal DEI initiatives, share inspiring and noteworthy Black success stories, and support Black-led causes and initiatives to show their support for the Black community. These are admirable short-term measures, but the long-term effect, internally and externally, demands leadership commitment and intentional education year-round, according to global HR research and advice firm McLean & Company.

McLean & Company, a leading HR research and consulting firm, works with clients worldwide interested in implementing progressive DEI programs and policies. However, preparation must include education, deliberate planning, and strategy development.

"HR plays a significant, powerful role in leading the way for organizational culture change," says Karen Mann, vice president of HR Research, Learning Solutions, and Advisory Services at McLean & Company. "Challenging pre-existing norms and serving as a guide for the DEI journey is integral to HR's organizational function. Creating an authentically inclusive culture, leverages diversity, prioritizes equity, and fosters a sense of belonging helps an organization strengthen its ability to attract and retain talent in an already challenging labor market. Shifting workplace culture doesn't happen overnight, so there is no better time than the present to make DEI an intentional organizational priority."

Throughout February, McLean & Company will disseminate tools supported by research to assist organizational and HR executives who want to learn about and teach employees about DEI during Black History Month. Social media and the firm's member newsletters, highlighting important processes and components of DEI in the workplace, are two places where readers may obtain these timely materials.

McLean & Company is pleased to release its publicly accessible blueprint, Create a People-First Diversity, Equity, and Inclusion Strategy, to kick off the program. Two specialized training tools are also available to members: How to Be an Ally and Build Trust as a Leader.

The company stresses that to create better workplaces, and firms must prioritize what matters most to employees who belong to historically marginalized groups. According to the corporation, DEI is a constant, never-ending path of intentional and devoted learning. McLean & Company aspires to equip enterprises to create an environment where everyone succeeds through data-backed industry resources.

To satisfy the specific HR needs of each firm, McLean & Company offers its members a range of support services, including DIY toolkits, supervised implementations, workshops, and specialized consultancy.