Yolanda Chase | Source | Chief Diversity Officer at Washington Technology Industry Association

Organizations have been working to improve diversity, equity, and inclusion for decades, often in a cycle of progress followed by retraction. After an increased focus on racial justice in 2020, many associations are hoping to seed long-lasting change through a new C-suite position: chief diversity officer.

Organizations seeking to lure and retain the best and brightest need to have a comprehensive onboarding strategy. Yolanda Chase, chief diversity officer for the Washington Technology Industry Association (WTIA), would like to see organizations get “really explicit” about what DEI means for them. That starts at the C level: How are they going to build a strategy and define their DEI intentions, and articulate it in specific ways when it comes to onboarding? “That includes taking steps like informing new hires about the company’s champions programs, or resource programs, talking about what they’re doing to ensure equal pay,” she said.

Incentivizing leaders is one way organizations can create a competitive environment for realizing their DE&I goals, agreed Yolanda Chase, chief diversity officer at the Washington Technology Industry Association. But she notes how organizations that benefit from monetary incentive programs tied to DE&I will do so because they’ve also tied those incentives to holistic systemic change. “Why would you pay incentive compensation to a leader who has met the talent representation goal, but may be falling short on retention and growth of that same diverse talent?” said Chase. She recommends three things companies must do to support an effective compensation-based DE&I incentive plan for leaders. Firstly, evaluate the organization’s readiness for a holistic DE&I strategy and accountability measures. Secondly, educate, develop and measure DE&I leadership competency and capability. And thirdly, establish leader commitments by business unit that include measures for breaking down barriers for marginalized identities.