Defining Your Diversity, Equity and Inclusion Business Case

Show hiring managers the value of considering a skilled candidate from a diverse talent pool for their team.
Strengthen leadership communications to staff and leaders about DEI.
Build awareness of the organization’s “why” for a commitment to DEI.

Where is there an opportunity to “open the door” to DEI?

Which jobs are we finding hardest to fill? Which ones require lengthy training and skill-building?
Which jobs/locations/departments show high turnover? Which ones face increased retirements?
In which areas is re-skilling/upskilling anticipated?
What new skills are required – for innovation, to understand customers, to lead, and so on…

Where are the diverse talent pools in our workforce?

What are the current ratios of diverse talent groups in our key occupations? At all levels of the organization?
- Consider women, Indigenous peoples, persons with disabilities, visible minorities, newcomers, LGBTQ2+ employees, and individuals who are members of multiple groups (e.g. newcomer women, Indigenous peoples with disability, etc.)
Is there a concentration in certain roles/levels? What could be the reason for this? How does this compare with our competition?

How effective is our current messaging around DEI?

What statements has our organization made about diversity, equity, and inclusion? Where have we made them? Who is aware of them?
What commitments have been made about opportunities for diverse talent groups? What is our track record?
What is our current “brand” in terms of DEI – internal and external? Being candid, where are the gaps in our organization in terms of awareness of our DEI business case?

How can we optimize our business case?

How could a more diverse, equitable and inclusive workplace benefit our organization?
- Specific departments?
- Specific teams?
- Specific levels of the organization?
How can we set ourselves apart from the competition with employees and candidates from all talent groups?
What data can we draw on to demonstrate the contribution our current DEI initiatives are making towards meeting our business needs (internal focus)? Towards demonstrating that DEI is a priority in how we hire, who is encouraged to contribute, how we accommodate our diverse workforce, and who we promote?
How can we communicate the business case throughout the organization – leadership, hiring managers, frontline employees, corporate and field locations?

Based on the above, what is our business case?

External focus: At “AB Electric”, the majority of our employees–from any background–feel that their ideas are valued.

Internal focus: Our “Indigenous Employee Network” members have helped to make presentations to five local communities.

A business case for DEI