Diversity, Equity, and Inclusion (DEI) Presentation preview
Title Slide preview
Executive Summary Slide preview
DEIB Model Slide preview
Employee Sentiments Slide preview
DEI Challenge Slide preview
Talent Attraction Slide preview
Our Organizational Demographic Slide preview
Current Workforce Diversity Slide preview
Our Workforce Slide preview
Our Workforce Slide preview
Pay Equity Analysis Slide preview
DEI Assessment Slide preview
DEI Maturity Index Slide preview
DEI Maturity Evolution Slide preview
Program Results Slide preview
DEI Outcome Slide preview
Recruitment Passthrough Slide preview
Turnover Costs Reduction Slide preview
Exit and Hiring Representation Slide preview
DEI Business Advantages Slide preview
DEI Council Slide preview
ERGs Slide preview
DEI Training Fronts Slide preview
DEI Action Plan Slide preview
DEI Calendar Slide preview
chevron_right
chevron_left

Get 12 out of 31 slides

PowerPoint Google Slides
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right

Download and customize this and hundreds of business presentation templates for free

Start for free ⬇️

Voila! You can now download this presentation

Download

Explainer

Preview

View all chevron_right

Introduction

Does your organization struggle to recruit and retain a diverse pool of talents? Diversity, Equity, and Inclusion (DEI) efforts are a must-have for inclusive business environments that thrive on creative thinking and robust team morale. Our DEI presentation includes the critical dimensions that make up a well-rounded DEI strategy, such as employee sentiments, workforce diversity, training programs and team initiatives, and measurable action plans. A clear presentation of these tools allow team members to be more culturally aligned, enhance innovation through diverse perspectives, and improve employee engagement and retention.

stars icon
Questions and answers
info icon

Implementing a Diversity, Equity, and Inclusion (DEI) strategy can significantly improve the recruitment and retention of a diverse talent pool. Firstly, it creates an inclusive environment that attracts a wide range of talents from various backgrounds. Secondly, it ensures fair treatment and equal opportunities for all employees, which enhances job satisfaction and employee retention. Thirdly, a DEI strategy can enhance innovation through diverse perspectives, leading to better problem-solving and decision-making. Lastly, it can improve employee engagement by making employees feel valued and included, which in turn reduces turnover rates.

A well-rounded DEI (Diversity, Equity, and Inclusion) strategy consists of several critical dimensions. First, it includes employee sentiments, which involves understanding and addressing the feelings and perspectives of all employees. Second, it focuses on workforce diversity, ensuring a mix of individuals from various backgrounds and experiences. Third, it involves training programs and team initiatives that educate employees about diversity and inclusion and foster a culture of acceptance. Lastly, it includes measurable action plans that outline specific steps and goals for improving diversity, equity, and inclusion in the organization.

View all questions
stars icon Ask follow up
Executive Summary

McKinsey's research found that companies in the top quartile for team diversity were more likely to have above-average profitability than companies in the bottom quartile. As a result of DEI programs, businesses can gain a more competitive edge as they attract more top talents who bring diverse perspective, reach better understanding of its customer base through unsiloed thinking, and establish better brand image to the public and potential investors.

stars icon Ask follow up
DEIB Model

Get 12 out of 31 slides

PowerPoint Google Slides
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right

Download and customize this and hundreds of business presentation templates for free

Start for free ⬇️

Voila! You can now download this presentation

Download

Employee sentiments

To start with, a good understanding of employee sentiments provides insights into the workforce's perceptions, experiences, and overall satisfaction. Employee sentiment analysis uses surveys, collects feedback, and captures pain points to gauge how employees feel about their workplace environment, policies, and DEI initiatives. This understanding helps organizations identify areas where employees feel valued and areas that need improvement. Additionally, by addressing negative sentiments and implementing changes, companies demonstrate their commitment to DEI.

stars icon Ask follow up
Employee Sentiments
DEI Challenge

Workplace diversity

Demographic analysis

Similarly, a good understanding of the organization's workforce diversity and demographic composition helps to steer DEI efforts in the right direction. This data allows companies to identify underrepresented groups, set meaningful diversity targets, and develop strategies to address these gaps.

DEI Challenge

Workforce diversity data can be segmented and presented by various dimensions. Some common approaches include:

  • Hierarchical breakdown – Examine diversity at different organizational levels (entry-level, middle management, executive leadership) to identify potential bottlenecks in career progression.
  • Departmental analysis – Assess diversity across different business units or functions to pinpoint areas that call for focused interventions.
  • Intersectionality view – Analyze the intersection of multiple diversity dimensions to understand complex representation issues.
  • Trend analysis – Track changes in workforce composition over time to measure the impact of DEI initiatives.
  • Benchmarking – Compare internal diversity metrics against industry standards or competitors to gauge relative performance.
Our Workforce
Current Workforce Diversity

DEI maturity

DEI maturity speaks to an organization's policies, practices, and culture across dimensions such as leadership commitment, workforce representation, inclusive practices, and employee experiences. The DEI maturity model gauges where a company stands in its DEI journey, from initial awareness to full integration and innovation. This knowledge informs future decision-making by providing data-driven insights into the most impactful areas for investment and development. It helps leaders identify which DEI initiatives are most likely to yield significant results, therefore guiding strategic planning and resource allocation.

stars icon Ask follow up
DEI Maturity Evolution

Get 12 out of 31 slides

PowerPoint Google Slides
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right

Download and customize this and hundreds of business presentation templates for free

Start for free ⬇️

Voila! You can now download this presentation

Download

Programs and initiatives

It's not enough for companies to simply wish for DEI from the executive level. Individual employees also need to actively participate in DEI efforts in order to drive meaningful change. DEI training, for example, helps to build awareness, reduce prejudices, and promote a more inclusive dynamic among team members. Employee Resource Groups (ERGs) are also a popular way to direct employees to platforms and communities with shared characteristics or interests. These ERGs help employees to support one another and advocate for their needs.

stars icon
Questions and answers
info icon

Supplier diversity enhances a company's business strategy in several ways. Firstly, it promotes innovation by introducing new products, services, and solutions. Secondly, it provides access to new markets and customers through the diverse suppliers' unique perspectives and insights. Thirdly, it demonstrates a company's commitment to the community and social responsibility, which can enhance its reputation and brand image. Lastly, it can lead to cost savings as diverse suppliers can offer competitive pricing and flexible terms.

Increasing the representation of diverse-owned businesses in a company's supply chain has several benefits. Firstly, it promotes economic growth in diverse communities. Secondly, it fosters innovation as these businesses often bring unique perspectives and ideas. Thirdly, it enhances market understanding as diverse suppliers may have a better understanding of certain market segments. Lastly, it demonstrates a company's commitment to diversity and inclusion, which can enhance its reputation.

View all questions
stars icon Ask follow up
ERGs
DEI Training Fronts

DEI action plans

Action plans offer a structured approach to implement and measure DEI initiatives. These plans typically focus on key areas such as talent representation, employee engagement, and supplier diversity.

Supplier diversity is an often overlooked but equally important part of the process. These initiatives focus on increasing the representation of diverse-owned businesses in a company's supply chain. By setting goals for procurement from minority-owned, women-owned, veteran-owned, and LGBTQ+-owned businesses, companies can extend their commitment to diversity beyond their own walls.

stars icon Ask follow up
DEI Action Plan

DEI program outcomes

Turnover cost

Effective DEI programs often lead to increased employee satisfaction and engagement, which then naturally reduces turnover rates. High employee turnover can be extremely expensive for organizations, including recruitment, onboarding, and lost productivity costs.

For example, if a company with 1,000 employees reduces its annual turnover rate from 15% to 10% due to improved DEI practices, and the average cost of replacing an employee is $50,000, the annual savings could amount to $2.5 million.

Turnover Costs Reduction

Exit and hiring representations

Exit and hiring representations provide the metrics that identify potential biases in businesses' retention and recruitment processes. If exit data shows a disproportionate number of underrepresented groups leaving the company, it may indicate issues with inclusion or career advancement opportunities that need to be addressed. Similarly, analyzing hiring representation can help ensure that the organization is successfully attracting and recruiting diverse talent.

stars icon Ask follow up
Recruitment Passthrough
Exit and Hiring Representation

Conclusion

DEI tools that allow companies to get a better look into employee sentiments, analyze workforce diversity, and develop actionable DEI plans, are essential to an inclusive and innovative workplace. By prioritizing DEI, organizations can enhance employee engagement, reduce turnover costs, and attract better and more fulfilled talent.

stars icon Ask follow up

Get 12 out of 31 slides

PowerPoint Google Slides
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right
View all formats chevron_right

Download and customize this and hundreds of business presentation templates for free

Start for free ⬇️

Voila! You can now download this presentation

Download