I’ve been writing about incorporating Diversity, Equity, and Inclusion (DEI) into the workforce for years and yet the sentiment behind it remains true: there has never been a better time than now to consider how you can level up your organization’s DEI efforts. Not only do current politics demand it, thoughtfully coordinating DEI efforts can provide outstanding results in the long run. However, the process of incorporating DEI into an organization can be quite overwhelming. So, I’m here to offer you 7 critical steps to follow when introducing DEI into your organization. These steps will help you to take an organized, strategic approach to DEI that will end with the best possible returns at the end of the day.

1. Create a brave space
Before you start any DEI work, it is important to cultivate a brave space. If this groundwork is not laid, any DEI effort will not have the fertile ground on which it needs to grow. Most of the organizations consider a safe space to be the golden standard. However, a safe space is not enough; it is important for a brave space to be present as well. With a brave space people at all ends of the spectrum will be challenged and find it easier to speak up.

2. Have a transformation committee
In large organizations, it is quite difficult to start a conversation about DEI. That’s where a transformation committee comes in. The primary objective of this committee is to create conversations and settings in which people are motivated to start important, restorative conversations related to DEI.

3. Recognize the people who engage
When a person steps into the brave space and speaks up, or if you notice that a person is ready to do so, it is important to recognize that person. Your support and acknowledgement can be precisely what the individual needs to take the next step and/or keep going. It also sends a message to the organization about what leadership supports. The result will eventually be a domino effect, causing others to participate as well.

4. Measure progress
You cannot introduce conversations about DEI overnight. It can be considered as a relatively long process. To make sure that you don’t get lost or discouraged in the process, it is important to track your progress. This will help you to analyze your efforts in an effort to see your strengths and areas for improvement.

5. Establish examples of benchmarks
Often, people who work for the organization will not have a clear understanding of your end goal when it comes to DEI. This is where it’s important to develop and communicate examples of where you’d like to be. Once these benchmarks are created, it’s important to incorporate them into DEI trainings. This will provide staff with a clear understanding on what needs to be done.

6. Be mindful about the leadership
Leadership plays a major role in the workforce’s ability to engage in DEI efforts. Leadership will need to play a dual role in here. For example, the leaders will need to manage their own emotions and learning while helping their staff in their own journey.

7. Provide support to staff
As the next step, you need to take appropriate measures to provide support to staff which includes training and coaching services. In addition, it is important to provide the aforementioned space where they can come together and start the conversations without a risk to their social or political safety.