Diversity, equity, and inclusion (DEI) strategies are critical to creating a more equitable workplace. But with so many consultants flooding the market, it’s hard to know who is worth your money and who isn’t.
The best DEI consultants have a solid understanding of the core issues in the field and they can help organizations develop strategic DEI initiatives that drive permanent change. However, there are also some red flags to look out for.
1. Detailed Analysis
Before any work begins, a consultant will analyze the organization’s culture and needs. They will then lay out a strategic diversity plan, create change management strategies, and help shape the communication of that plan.
They will also review current trends and practices in DEI, as well as assess your organization’s specific context. This process will enable them to tailor their approach, nimbly adapting as needed to your team’s reactions and real-time events.
Throughout the process, the DEI consultant will ensure that your goals are met, and that your team members feel safe and supported in their work. They will be sure to ask questions, provide feedback, and make suggestions that will drive a long-term shift in your company’s culture.
A good consultant will be an expert in their field and have a solid understanding of your company’s objectives and constraints. They will also be able to convey information in an easily understandable way. This is especially important if your company’s employees are not familiar with DEI concepts and language.
2. Recommendations
A good DEI consulting firm will be able to provide recommendations that can help your business or organization achieve its goals and objectives. These recommendations can include the use of quantitative and qualitative evaluation methods.
This will allow the DEI consultant to assess your business and culture, identify areas that need improvement, and make recommendations for how to proceed. They can also develop tailored curriculums to teach your employees about various topics such as unconscious bias training, inclusive benefits, and Employee Resource Groups.
The right DEI consultant will also be able to engage your teams in difficult conversations and earn their trust and respect. They should have a strong understanding of anti-racist principles and practices, which will enable them to challenge your employees and leaders in ways that will lead to a more equitable workplace culture.
It is important to have patience and flexibility during this initial evaluation stage, which can be beneficial to both parties. The DEI consultant will be able to meet your needs and guide you through the process in a more effective manner, which will ultimately lead to sustainable outcomes.
3. Evaluation
Across the globe, we see a lot of business organizations that have good intentions but no traction on their Diversity, Equity and Inclusion (DEI) efforts. The reasons for this are many, but they point to a problem with DEI: there is no standard, or even best practice.
Companies that genuinely seek to improve DEI often turn to consultants for help. They want to know they are working with someone who can do the job and do it well for them.
A good consultant should be able to demonstrate their expertise and measurable results with work samples, references and a compelling approach.
It is also important for a DEI consultant to stay up-to-date on best practices. This can be done through continuing education opportunities online or in person.
4. Follow-Up
If you’re thinking about bringing in a consultant, it’s important to understand their follow-up process. That way, you can ensure that their work is worth the investment and that they will have strategies to help you achieve your goals.
For example, if you want to increase diversity in the workplace, they may have trainings on unconscious bias and anti-racism that will improve your company’s culture. They will also look at how to create opportunities for mentorship and how to make sure everyone has the resources to grow within the company.
Ultimately, the DEI consultant will be able to show you how much of a difference they can make. They will use both quantitative and qualitative methods to measure their results, making it easier for you to see if the work they did is effective.