{"id":5060,"date":"2024-06-18T21:36:38","date_gmt":"2024-06-18T21:36:38","guid":{"rendered":"https:\/\/coachdiversity.com\/?post_type=blog&p=5060"},"modified":"2025-03-25T07:39:31","modified_gmt":"2025-03-25T07:39:31","slug":"key-topics-for-dei-meetings-guide-for-leaders","status":"publish","type":"blog","link":"https:\/\/coachinginnovation.co\/blog\/key-topics-for-dei-meetings\/","title":{"rendered":"Key Topics for DEI Meetings: Guide for Leaders"},"content":{"rendered":"

Businesses, organizations, and <\/span>non-profits<\/span><\/a> all utilize meetings as a platform for ideation, discussion, and decision-making. Meetings are where business leaders and employees come together as an intersection of business operations and company culture.\u00a0<\/span><\/p>\r\n

Despite their utility, some employees begrudge meetings, claiming their contents are better suited to digital communication methods, like email or text. However, meetings promote connections between team members and can serve as the perfect discussion board for diversity and inclusion topics.\u00a0<\/span><\/p>\r\n

Because meetings are an intersection of operations and work culture, discussing DEI in meetings supports changes and initiatives throughout the organization. Allowing others to feel heard fosters a sense of belonging, improves employee satisfaction, and provides other benefits.\u00a0<\/span><\/p>\r\n

Making diversity, equity, and inclusion an agenda item for every meeting empowers others to learn about discrimination and aligns goals with progress. If you\u2019re struggling with what topics to include, you\u2019re in the right place. <\/span>Coach Diversity Institute<\/span><\/a> compiled a list of must-hit topics to add to your next meeting\u2019s agenda.<\/span><\/p>\r\n

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Topic 1: Current DEI Trends and Statistics<\/span><\/h2>\r\n

An important topic to discuss at your next meeting is where DEI stands. You can catch up on current events, like Texas\u2019s decision to ban DEI initiatives and programs or the MLB\u2019s decision to include Negro League stats.\u00a0<\/span><\/p>\r\n

In addition to staying updated with the latest in trends and news, you must also discuss benchmark performance data to understand the context of those headlines and changes. The Pew Research Center has a <\/span>study<\/span><\/a> filled with valuable information on the current state of DEI.\u00a0<\/span><\/p>\r\n

Using these trends and data-driven statistics, you can discuss changes to internal DEI policies and initiatives. In 2024, boardrooms are discussing virtual reality training and new L&D courses as options to improve cultural competencies.\u00a0<\/span><\/p>\r\n

Don\u2019t forget that recognizing these trends and news stories at the beginning of your meetings is the perfect time to celebrate wins and reaffirm commitments to diversity, equity, and inclusion.<\/span><\/p>\r\n

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Topic 2: Review of Internal DEI Metrics and Goals<\/span><\/h2>\r\n

The trends, statistics, and benchmarks from the wider business world provide a measuring stick for your organization. To properly gauge your successes, you must regularly review internal performance through metrics and KPIs.\u00a0<\/span><\/p>\r\n

A handful of must-track KPIs include diverse workforce statistics, pay equity, and employee satisfaction. Present your results and compare them with benchmark data, being as transparent as possible. This reporting highlights successes along with areas that still need improvement.\u00a0<\/span><\/p>\r\n

During this discussion of internal DEI metrics, encourage dialogue about your S.M.A.R.T. DEI goals. Revisit or reset any goals that are no longer achievable or align with business needs. It\u2019s crucial that actionable insights come from data-based DEI metrics and not from gut feelings.\u00a0\u00a0\u00a0<\/span><\/p>\r\n

Your DEI metrics and KPIs should also include data on the diversity in various roles, such as hiring panels, C-Suite leadership, mid-level management, or front-line supervisors. While you’re at it, review the diversity of vendors, supply chains, and business partners.\u00a0<\/span><\/p>\r\n

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Topic 3: Unconscious Bias and Inclusion Training<\/span><\/h2>\r\n

Meetings are a prime opportunity to conduct DEI training, bystander intervention seminars, and refresher courses. As such, deliver intentional inclusion training sessions, activities, or webinars to capture the most number of eyes in the shortest amount of time.\u00a0<\/span><\/p>\r\n

An example of an impactful course is <\/span>unconscious bias training<\/span><\/a>. Unconscious bias training is perfect for exposing and rewiring harmful learned behavior, like stereotypes, prejudices, and behavior that result in microaggressions, slights, or discrimination.\u00a0<\/span><\/p>\r\n

These unconscious biases impact internal teams by preventing underrepresented groups from having an equal voice. It also impacts customers because unconscious stereotypes and microaggressions alienate these same groups by implying a lack of trust.\u00a0<\/span><\/p>\r\n

Another meaningful program to invest in is <\/span>inclusive leadership training<\/span><\/a>. This type of training is ideal for building the inclusive and equitable habits, characteristics, and behaviors of managers, executives, managers in training, and front-line supervisors.\u00a0<\/span><\/p>\r\n

Inclusive leaders embody inclusive workplace culture, enforce policies, model behavior, and serve as allies and voices for underrepresented employees. Yet, HR officers, social workers, management consultants, cultural diversity officers, and L&D departments also benefit from inclusive leadership training.\u00a0<\/span><\/p>\r\n

Coach Diversity Institute is a leader in providing these training programs. Our robust training encourages awareness, fosters diversity, and provides tools every employee can use to support the equitable workplace culture you want to build. Explore our organizational programs to learn more about the curriculum!\u00a0<\/span><\/p>\r\n

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Topic 4: Employee Resource Groups (ERGs) and Initiatives<\/span><\/h2>\r\n

Employee resource groups (ERGs) are voluntary, employee-led organizations with the goal of fostering awareness, understanding, and acceptance within the workplace and community. Some of these ERGs include:\u00a0<\/span><\/p>\r\n