Executive committees often establish DEI committees to promote a harmonious working environment, address systematic imbalances, and enhance the workplace ethos within the organization. However, the responsibilities of these DEI committees vary from one organization to another. Common DEI committee responsibilities include:
Audit Diversity Practices in Recruiting and Hiring
More than three-fourths of employees and job seekers state that a diverse staff is a significant aspect when assessing companies and job offers. Your business’s DEI committee must make a coordinated attempt to establish measurable progress in recruiting for diversity. In addition, the DEI committee should assist in implementing policies and procedures that prevent prejudices from influencing candidate assessment.
Create a Forum for Employee Feedback
DEI committees are responsible for enacting reform and ensuring everybody feels represented. They can accomplish this by organizing frequent open discussions or focus groups where employees can contribute their thoughts and suggestions on improving DEI. Many DEI committees also use online platforms or suggestion boxes to allow for anonymous feedback, so everyone feels safe sharing their concerns.
Relay Feedback to Senior Management Team
DEI committees typically collaborate with management to report on work environment climate, inclusion, diversity, and equity concerns. Their reports will offer suggestions and advocate for short- and long-term initiatives to fulfill the organization’s current and prospective staffing requirements—for instance, successful hiring, recruiting, and training techniques.
Influence Policy Development
DEI committees frequently influence the establishment of new practices and policy measures to promote DEI efforts, as well as the adjustment of procedures and regulations that may be detrimental to diversity, equity, and inclusion initiatives. They will establish and revise measurable DEI targets and actively track success against DEI KPIs.