From rainbow keychains to real change: Making a lasting impact with diversity, equity, and inclusion

An event-driven DEI approach is defined by loose DEI initiatives that often only bring short-term awareness. This includes one-off trainings and workshops, celebratory (religious) events, online campaigns, or merchandise to address specific DEI themes. While these initiatives are well-intentioned, they rarely address underlying systems, policies, or cultural norms. Without broader change, these events risk becoming superficial gestures disconnected from an organization’s core values or truly impacting DEI.

For example, a single workshop on unconscious bias can spark reflection but rarely change entrenched behaviors. Academic research also reveals that these one-off DEI training sessions may cause resistance or fatigue when employees perceive them as isolated rather than integrated initiatives.

However, for many organizations, these loose initiatives are the starting point when working on DEI. DEI officers state that this is the main starting point for raising awareness in their organization. However, they agree that this is not moving the needle and is often seen as inadequate to create a more diverse, equitable, and inclusive organization.

These DEI officers also state that an integrated approach is needed. While getting a budget for these loose initiatives is more easily arranged, everything an organization does to improve DEI should be part of a more holistic change.

For example, if an organization wishes to reduce unconscious bias, it should first analyze where this is an issue. If recruitment is not recruiting a diverse group of new hires, unconscious bias training might help. However, the organization should also look into its recruitment processes and policies and discuss who they are looking for with hiring managers. They could analyze their vacancies, search platforms, and criteria from here. With this, they are creating a more lasting impact embedded in the way of working (or: recruiting).

A change-driven DEI strategy is comprehensive, ongoing, and integrated into an organization’s operations, policies, and culture. This approach does not solely rely on individual events but focuses on long-term structural changes that truly embed DEI. Based on the conversations with these 30 DEI officers, I derived the following five key components to foster a change-driven DEI approach:

1. Leadership buy-in: Change begins at the top. When leaders are actively accountable for DEI outcomes, organizations can shift from mere initiatives to a culture that genuinely values DEI. One particularly interesting thing is organizations that incorporate DEI metrics into leadership evaluations and compensation to ensure accountability and commitment at all levels. For example, including a KPI on diversity or managers’ score on inclusive leadership.
2. Embed DEI in core processes: Organizations integrating DEI into recruitment, performance evaluation, and promotion decisions seem more successful in achieving their goals. This means setting hiring targets and examining and addressing potential biases within these processes. The same holds for other HR processes, where every organizational/people question can be looked at with a DEI lens. For example, organizations with absenteeism issues could look into the effect of DEI and see if specific employee groups require attention.
3. Measurable DEI goals: Organizations that wish to make a lasting impact should include measurable DEI goals. For some, this feels counterintuitive, as DEI is not always easily measurable. However, making it clear what organizations mean when they are discussing DEI and creating tangible KPIs also helps indicate if the organization is moving the needle. Rather than tracking only attendance at DEI events, organizations should measure outcomes like retention and promotion rates among underrepresented groups. Moreover, regularly reporting these metrics keeps organizations accountable and enables them to make data-informed adjustments to their strategies.
4. Inclusive policies: Where most organizations working on DEI create a DEI policy, this is different from introducing inclusive (HR) policies. While a DEI policy is a good start and includes information on organizations' mission, vision, definitions, and goals towards DEI, this is not bringing the change in itself. Truly embedding DEI requires that (HR) policies, from remote work options to benefits and support structures, accommodate diverse needs. For example, providing inclusive benefits that support all family types and offering flexible work options are good starting points.
5. Continuous learning: DEI is never finished. As with HR or other domains, it is continuously under development and requires constant attention. Moreover, unlike a single DEI workshop, a change-driven approach fosters continuous learning and adaptation. This can include regular DEI-focused feedback cycles, mentorship programs, and peer learning opportunities that encourage employees to grow and evolve together. This requires ongoing development opportunities that keep DEI top-of-mind as part of everyday organizational culture.

Really moving the needle in regards to DEI requires dedicated attention, and as with every change process, it sometimes hurts. Be aware that there will be setbacks; not all employees will follow in these changes, and that’s okay! As with an IT implementation, not everyone likes a new way of working, but it’s necessary for the growth and development of the organization.

Moreover, a successful DEI approach is not defined by the number of DEI events on the calendar but by the organization’s commitment to challenging norms and refining its way of working. This fosters an environment where every employee feels valued. Organizations that embrace this change-driven mindset, see DEI as fertile soil for growth rather than scattering seeds of one-off initiatives.

In conclusion, while events can spark awareness, true DEI impact requires a change-driven approach that embeds diversity, equity, and inclusion deeply into the organization's operations. By rethinking DEI as a long-term, holistic approach, organizations can create environments where all employees can thrive and contribute, driving meaningful and measurable outcomes for years.