Developing a Tailored DEI Strategy for a Retail Industry Client
Problem:
A retail company with a diverse workforce, particularly a significant number of migrant employees, was struggling to build an effective Diversity, Equity and Inclusion (DEI) strategy. The organisation had existing DEI goals, but they were not aligned with the company's values and overall objectives. Additionally, intersectionality—the recognition of the overlapping and interconnected nature of social categorisations—was consistently being overlooked. As a result, the company's approach to diversity and inclusion was fragmented, and employees, especially from underrepresented groups, felt marginalised.
Method:
We partnered with the retail company to conduct a thorough assessment of their existing DEI framework. Our first step was to carry out a series of interviews and focus groups with employees across different levels, with particular attention to hearing from migrant workers, who made up a large portion of their workforce. This helped us uncover the specific areas where the company was falling short, such as recognising the intersection of race, migration status and other diversity factors.
With this information, we facilitated workshops and strategy sessions with the leadership team, focusing on improving the alignment between their DEI goals and the company’s core values. Our collaborative approach ensured that we were not only identifying gaps but also co-creating solutions that would work for the company’s unique context.
Findings:
Our assessment revealed that while the company had good intentions with its DEI initiatives, the lack of attention to intersectionality meant that key groups, such as migrant employees, were not being adequately supported. Furthermore, the existing DEI goals were disconnected from the company's operational objectives and values, which limited their effectiveness. This misalignment created a gap between management's goals and the real, everyday experiences of the workforce.
Solution:
After identifying the core issues, we worked closely with the company to redesign their DEI strategy from the ground up. We ensured that the new strategy embraced intersectionality, specifically addressing the needs of migrant employees. We also helped the company realign their DEI goals to match their organisational values and overall objectives. This involved creating training programs to improve cultural competency among managers and fostering a more inclusive environment where employees felt seen and valued for their diverse contributions.
We developed an action plan focused on:
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Embedding DEI into their leadership and management practices.
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Offering specific support for migrant employees to help them integrate smoothly into the company.
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Establishing clear, measurable DEI objectives that were fully aligned with the company’s broader business strategy.
Outcome:
The tailored DEI strategy we implemented resulted in a more inclusive workplace, with significant improvements in employee engagement, particularly among the company’s migrant workforce. The company's commitment to fostering an inclusive environment through values-driven DEI initiatives allowed them to retain top talent and improve collaboration across diverse teams.
By building a strategy that genuinely reflected their organisational mission and the diverse needs of their employees, the company was able to move forward with confidence in fostering a more equitable and inclusive culture.
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