The business case for Diversity Equity and Inclusion is strong. The human case for Diversity Equity and Inclusion is even stronger.

As the attention on Diversity Equity and Inclusion grows, it is important that attention becomes good actionable intention that create results.

Diversity Equity and Inclusion is by Design - Leaders are pledging to build better and more inclusive workplaces and organisations. However, embarking on the DE&I journey can be daunting. Here are some steps on how to design, embed and build diversity, equity and inclusion into the workplace:

1. Start with Data

To achieve DE&I, organisations must transform at their core - in their processes and in their workplace culture. Assessment of the maturity of DE&I must first occur to get an understanding of the status and potential direction that leaders can take bold steps in to create momentum with DE&I within their organisations and teams. Look at what is working, what is not and identify the roof causes of why DE&I progress is not occurring.

2. Exploration

Explore the identified challenges of the DE&I assessment to get an understanding of what is currently happening. Dive deep into mindset and processes to see which dimensions of the business need to be improved along the DE&I journey.

3. Set Bold Goals

DE&I requires leaders to be bold and brave in order to create organisational change. The business case is clear. Companies that have a strong DE&I practises and leadership have stronger financial performance over the long term.

4. Training and Development

As companies aim to become more sustainable, a rethinking of the leadership formula must occur. DE&I training allow leaders to have a common and shared understanding of the importance of inclusivity and gives them confidence to model it in their day to day behaviours throughout the organisation. Over time, an inclusive "this is what we do here" culture will be formed at all levels of leadership. This type of culture is instrumental in achieving strategic vision.