Fireproofing DEI: Strategies for Creating Lasting Workplace Inclusion

If your house were on fire, what valuable information or items would you hope are safely stowed away in a fireproof box?

Beth Ridley, Founder and CEO of Ridley Consulting Group, drew this compelling analogy to emphasize the importance of safeguarding an organization’s Diversity, Equity, and Inclusion (DEI) initiatives. This was the focal point of the final panel at MMAC’s Region of Choice DEI Summit on June 4.

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Ridley, along with four other DEI practitioners, discussed how organizations can “fireproof” or create lasting workplace belonging strategies and programs, resulting in long-term, sustainable change to the organization’s culture.

​Ridley used the ADKAR Change Management Framework to guide the discussion, with the panelists sharing examples of how to implement changes that become a lasting part of the organization’s employee engagement model.
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Shary Tran, Global Director of Diversity and Inclusion at Generac Power Systems, underscored the power of data.

“Data is irrefutable, so you need to have a good backbone of data to help you back up your story,” Tran said. 

She advised that one must have a strong understanding of the employer and its demographics. Presenting proposals supported by indisputable data on the organization not only builds a compelling argument for change but also offers decision-makers insights into how that change will affect the organization’s performance.

When individuals have the proper educational tools, they will feel better equipped to contribute to success. Deidre Garrett, Director of Diversity, Equity and Inclusion for Goodwill Industries of Southeastern Wisconsin, shared that trainings and consistent communication are great ways to outline inclusive leadership expectations.

“We have to remember it takes people about seven times to retain things, and we have to have grace with people” Garrett said.

Chia Vang, Vice Chancellor for Diversity, Equity and Inclusion at UW-Milwaukee, brought audience members back to the idea that DEI can be measured, emphasizing that setting and measuring goals hold organizations accountable for their commitments and actions.

Tracie Sparks, Global DEI Operations and ERG Program Manager for Rockwell Automation, gave a reminder: DEI is personal. Sparks stressed the importance of organizations creating inclusive spaces that allow individuals to participate in conversations as their authentic selves.

Ridley wrapped up the discussion by encouraging attendees to adopt a comprehensive approach to developing DEI strategies. She emphasized that the use of data, educational tools, and goal setting are key components for creating impactful and enduring programs.

MMAC’s Region of Choice workplace inclusion initiative offers ongoing programming for employers to become more inclusive workplaces. Learn more >>