The process of identifying an organization’s DEI goals and objectives starts with the organization’s own “constitution,” which is comprised of the words it uses to define itself internally and to others. How does the organization want to be seen? How does it present itself to its employees, customers, and the community? These aspirational statements take the form of vision or mission statements,  core values, and public pronouncements of the organization’s culture and objectives, revealing what is important to the organization.

Selection of its DEIB goals and objectives is also informed by the organization’s strategic or business plan. It may be formal. It may be piecemeal. It may only be concepts shared by a few senior managers, but every organization needs a plan to operate. A DEIB Leader must have access to that plan to design the initiatives to support it.

An organization may not always utilize DEIB terminology in its constitution and other self-defining materials, but because all organizations are comprised of and serve people, DEI is intrinsic to their very existence. It falls to the DEIB Leader to translate the organization’s own language into DEIB-related concepts. 

Regardless of whether its constitution includes terms like “respect,” “diversity,” or similar words rooted in the principles of DEIB, an organization can only fully reach its goals and objectives when it uses a DEIB lens to give life to its aspirations. 

In some instances, the connection between the organization’s existing self-portrait and DEIB is obvious. The organization may have a separate diversity statement and core values around diversity and inclusion. If not, there are more subtle paths. A company that declares, “We hire only the best,” for example, needs to attract and retain “the best” individuals, who are found across the many Dimensions of Diversity.

When an organization does include DEIB language in its constitution or business plan and/or has created an internal DEIB position it has tacitly declared that DEIB is important,  no matter where it may be on the DEIB journey. Management has given permission to drive DEIB Principles throughout the organization.