In recent years, many organizations have made notable strides in their commitment to equity, diversity, and inclusion (EDI), moving beyond check-the-box training to embrace meaningful change. While this is encouraging, many organizations still face challenges in effectively executing their EDI strategies. Despite passionate advocacy and numerous well-crafted initiatives, the desired impact often falls short, leading to frustration and disengagement among team members.
So what’s missing?
At Inclusivity, we often see EDI governance as the missing link between strategy and
impact. Without the right governance model, EDI efforts are vulnerable to fatigue, deprioritization, and disengagement.
Building an inclusive culture requires more than just a strategy; it needs a robust governance structure that aligns leadership commitment, resources and responsibilities across the organization.
With this in mind, we have developed this guide to support organizations with formalizing an effective EDI governance framework. While there is no one-size-fits-all approach, this guide offers important points of reflection and consideration as you develop a structure that meets your unique business needs now, and into the future.
