Starting out on your EDI Journey
If you’ve clicked here, we’re guessing that you would like to take the step towards making your studio a more equal, diverse and inclusive place. We’re really glad you’re here, and we hope that the guidance and associated articles here will help you to take the steps on your journey.
The steps below will help you to do the groundwork for your programme, which will then lead you on to some of the other areas of the Empower Up EDI Journey.
Gauging Your Current Landscape: Start by Listening
Before charting your path, understand where you are today. Think of it as a business diagnosis – but instead of numbers, it’s about sentiments and feelings.
Internal Surveys: This is your magnifying glass. Use it to inspect the nooks and crannies of your organisation’s ED&I health. Craft your surveys to cover a variety of topics – workplace comfort, representation, and even direct experiences related to discrimination or bias.
Feedback Mechanisms: Allow multiple avenues for feedback. Anonymous suggestion boxes, online forms, and one-on-one feedback sessions can give employees the comfort to speak candidly.
Analysis: Once you gather this data, don’t just let it sit. Analyse the patterns. Are certain departments feeling more marginalised? Are there recurring issues across teams?
Set Clear, Actionable Objectives
‘Improving diversity’ sounds great, but it’s a broad target. Specific, measurable goals are the name of the game here.
Representation Goals: Perhaps your leadership lacks gender diversity or your tech team has little ethnic diversity. Set tangible targets, such as ‘Increase the number of women in leadership roles by 20% in the next two years’.
Inclusivity Index: Consider using or creating an inclusivity index that measures factors like employee satisfaction, sense of belonging, and comfort in the workplace. Aim to improve this index score annually.
Review Your Goals: The objectives you set shouldn’t be static. As your company evolves, make sure to regularly review and adapt these goals based on the feedback you get.
Assemble a Diverse Committee for ED&I
An inclusive effort should be inclusive in its formation. Having a diverse team championing ED&I ensures various perspectives are considered from the start.
Cross-department Representation: From HR to Marketing to QA, every department should have a say. This ensures holistic strategies that cater to everyone’s needs.
Hierarchical Diversity: It’s not just about having top execs in the committee. Junior employees often offer fresh perspectives and can shed light on grassroots-level issues that senior leaders might overlook.
Regular Check-ins: Ensure this committee meets regularly. It keeps the momentum going and allows the team to tackle issues promptly.
Education
It’s hard to value what you don’t understand. For an EDI programme to be successful, everyone needs to grasp its significance.
Workshops and Training: Bring in experts who specialise in diversity and inclusion to provide training. This not only educates employees but also drives home the point that the company is serious about this initiative.
Real-life Stories: Sometimes personal stories have a greater impact than theoretical lessons. Invite employees who are comfortable to share their experiences with bias, discrimination, or just feeling left out. It puts a human face to the issue.
Resources: Maintain a library of resources – books, articles, videos – about EDI. This serves as a constant source of learning and a reminder of the company’s commitment.
Cultivating Open Conversations
Once you’ve sowed the seeds of EDI education, it’s time to nurture them with open dialogue.
Open Forums: Create regular spaces where employees can share, ask questions, and discuss. These forums can be a mix of structured discussions and more informal sessions.
Safe Spaces: Understand that talking about diversity and inclusion can be sensitive. Ensure these conversations happen in environments where participants feel safe and respected. Set ground rules, consider bringing in neutral facilitators, and most importantly, foster a culture of listening.
Feedback from Conversations: Remember, these aren’t just talk sessions. They’re gold mines of insights. After each session, take the time to reflect on the feedback and stories shared. They will give direction to your EDI journey.
Finally, don’t expect overnight transformation. An authentic commitment to equality, diversity, and inclusion is a long-term journey and not a one-time project. Be patient, be open to feedback, and most importantly, stay committed to the cause.
We hope that this has given you a starting point on your Empower Up EDI Journey. Please take a look around the rest of the guidance within this section. We have areas dedicated to:
Your Workplace Culture
Recruitment & Hiring
Marketing & Communications
Accessibility & Representation
Activities & Outreach
Legal Requirements
Specific considerations
