---
title: Where Does DEI Go From Here?
description: A list of specific internal actions you can take in employee engagement & hiring practices, considering the intersectionality in the workforce.
image: https://info.haceonline.org/hubfs/HACE%20Blog%20Image%20Template%20(3)-1.png
---
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# Where Does DEI Go From Here?
Published by [Patricia Mota, CEO](https://info.haceonline.org/author/patricia-mota-ceo) on Jun 18, 2020, 8:00:00 AM
Dear Colleagues in Diversity, Equity, & Inclusion,
Recently, HACE hosted a webinar on ***The Role of Corporate America in Addressing Racial Injustices***. In our joint and relentless pursuit of creating a more equitable and inclusive workplace, we realize it requires meeting our employees where they are and to speak up promptly when injustices occur. HACE continues to be a trusted advisory resource for its partners to manage diversity and inclusion strategies, specifically for the Hispanic/Latinx talent pool.
As cities and communities continue to vigorously advocate for a more equitable workplace, demanding that governments and corporations take concrete steps to end racial discrimination, as a partner in our common mission to empower Black and Brown communities, we share the following list of specific internal actions you can take going forward in the areas of employee engagement and hiring practices, considering the intersectionality between our Latinx/a/o and Black workforces.
Change starts from within; putting our own house in order is priority.
**Ensure Executive Commitment**
- Request your CEO to host a town hall with all your employees, creating a space for dialogue, and showcase your commitment with key actions to change. See[CEO for Action & Diversity](https://www.ceoaction.com/pledge/ceo-pledge/) as a resource.
- Create a Social, Equity, and Justice Action Council – a collaboration between your Business/Employee Resource Groups (ERGs/BRGs) and executives – as an opportunity to openly discuss challenges with specific targeted actions and accountability.
- Ensure alignment with ERG/BRG executive sponsors. Not only must they value Diversity, Equity, and Inclusion, (DEI), they must commit to serve as a mentor to the group, publicly advocate, and influence executive colleagues to support the group’s goals.
**Offer Unique Employee Support**
- Offer professional assistance to lead group and individual sessions on courageous race conversations. [Here is a ten (10) step guide](https://www.netimpact.org/blog/talking-about-race).
- Provide **culturally relevant** leadership programs for your employees. These programs not only empower growth and development, but also create a safe and comfortable space for employees to share their unique challenges with others that can relate and offer support.
- Demonstrate your commitment by requesting additional financial support from senior leadership. Now is the time to make the case, identify the opportunities to engage employees, and match them with initiatives to support Black and Latinx communities. Employees must not only be nurtured but also offered opportunities to engage within their communities and give back.
- Institute a no-tolerance policy on racial discrimination & consider making Martin Luther King Jr. Day a paid holiday!
**Revamp Hiring & Promotion Practices**
- Implement diversity hiring metrics and incentives for leaders, from top to middle management. Read how Unilever achieved gender balance [here](https://www.hcamag.com/us/specialization/diversity-inclusion/inside-unilevers-gender-balanced-leadership/215844).
- Create intentional hiring practices, partnering with associations, colleges, and universities that have a wide array of diverse candidates, such as with [Historically Black Colleges and Universities (HBCUs)](http://www.thehundred-seven.org/hbculist.html) and [Hispanic-Serving Institutions (HSIs)](https://www.edexcelencia.org/Hispanic-Serving-Institutions-HSIs-2018-2019).
- Design multicultural and cross-functional teams made up of leaders of color to hire and market to people of color. Fill in the gap intentionally by setting realistic goals and timelines.
- Establish diverse hiring committees requiring inclusive representation of race, age, gender, and sexual orientation, for example.
**Other Useful Resources:**
- [P&G: The Look Video](https://www.youtube.com/watch?v=aC7lbdD1hq0) [Implicit Bias Resource Guide (shrm.org)](https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/resources-articles-workplace-bias.aspx)
- [PwC on Understanding Blind Spots](https://www.pwc.com/us/en/about-us/blind-spots.html)
- [DEI training in historic times: Lessons learned and the path ahead (chieflearningofficer.com)](https://www.chieflearningofficer.com/2021/04/28/dei-training-in-historic-times-lessons-learned-and-the-path-ahead/)
- [How to Be an Antiracist by Ibram X. Kendi](https://www.penguinrandomhouse.com/books/564299/how-to-be-an-antiracist-by-ibram-x-kendi/)
- [2021 Workplace Diversity and Inclusivity D&I Calendar | Kazoo (kazoohr.com)](https://www.kazoohr.com/resources/library/inclusive-workplace-calendar)
- [6 ways to be antiracist, because being 'not racist' isn't enough (mashable.com)](https://mashable.com/article/how-to-be-antiracist/)
You may be in a different part of your DEI journey. Please reach out to us if you would like guidance and counsel on how your company can successfully navigate this journey. HACE is as committed to its partners and members, as it is to its employees. Internally, we are constantly evaluating our own policies and programs to live up to these values.
Tags: [Equity](https://info.haceonline.org/tag/equity), [Workplace](https://info.haceonline.org/tag/workplace), [DEI](https://info.haceonline.org/tag/dei), [DEI Best Practices](https://info.haceonline.org/tag/dei-best-practices), [Letter from the CEO](https://info.haceonline.org/tag/letter-from-the-ceo), [Diversity](https://info.haceonline.org/tag/diversity), [Inclusion](https://info.haceonline.org/tag/inclusion)
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