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The business case for dei-hr partnerships.

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Executive Vice-President & CHRO | DEI & Talent Leader | Passionate about Growing & Empowering Latinas | Executive Coach.

The most successful and forward-thinking organizations recognize that fostering diversity, equity and inclusion creates a strategic advantage by bringing in diverse perspectives and experiences and ensuring their culture is one where employees can thrive. These companies also understand why the partnership between DEI and HR is so crucial . As a chief executive who oversees both HR and DEI functions, I'll share a few ways that I've seen the DEI and HR partnership create better outcomes for organizations and employees.

1. A Holistic Approach To People Practices

For organizations to have the biggest impact on their culture, leaders need to view their people practices holistically. That means understanding the many ways HR and DEI practices intersect and purposely leveraging those opportunities to strengthen both areas and their outcomes. Some successful examples I've seen include bringing together HR benefits professionals with DEI colleagues to co-design more equitable benefits offerings or ensuring the HR business partner teams have gone through DEI consulting training so they can better support business units in creating diverse, inclusive, high-performing teams.

In short, when HR professionals bring their expertise to the table and engage fully with their DEI teams, they can design policies, programs and initiatives that promote fairness, equity, representation and growth. Conversely, a lack of alignment can stall progress on evolving people practices and advancing DEI, leading to team fatigue and frustration.

2. Recruitment And Retention

Effective recruitment and retention strategies require a DEI lens. HR professionals, in collaboration with DEI experts, can ensure that job descriptions are inclusive, interview panels are diverse and recruitment efforts reach underrepresented talent pools. Moreover, they can work together to create an inclusive onboarding process that helps new hires feel welcome and connected. Within the existing workforce, DEI and HR can both support employee resource groups and recognition programs, which are known to be effective in the retention and engagement of employees.

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024, 3. training and development.

DEI training is essential for building cultural competence and combating bias, but typically learning and development will sit within HR's talent management practice or center of excellence. When HR works closely with DEI to integrate DEI content into existing training programs, core training topics such as unconscious bias, microaggressions and allyship can be delivered. By building a learning culture that embeds DEI and holds leaders accountable, organizations can expedite the cultural competency of their workforce. This can't be done as effectively if DEI is trying to deliver training separate and apart from an organization's broader talent curriculum. In many high-performing organizations, skills and competencies that incorporate key DEI principles are core to the company's training curriculum. For example, an organization that establishes "inclusive leadership" as a core competency, creates an expectation and accountability that all leaders will learn and demonstrate inclusive traits and behaviors, thus embedding DEI into the culture of the organization.

4. Addressing Workplace Issues

When conflicts arise, there may be circumstances where HR and DEI professionals can collaborate to address them more effectively. Whether it’s resolving interpersonal disputes, investigating discrimination claims or promoting respectful communication, bringing the DEI lens to employee relations challenges may be a more effective strategy for reaching fair and equitable outcomes. Additionally, they can create safe spaces for employees to voice concerns and seek guidance. One way to ensure DEI expertise is leveraged in addressing workplace issues is to designate an EEO officer who is skilled in diversity, equity and inclusion and sits outside of the HR organizational structure. Having an independent, highly skilled facilitator for workplace issues that involve reports of discrimination, microaggressions or inequitable treatment can benefit both the individual(s) involved and the organization in reaching a satisfactory resolution. Often employees facing workplace challenges want to feel heard and seen, and having a skilled EEO officer or ombuds person can help in those situations.

5. Data-Driven Decision-Making

Effective HR and DEI teams collect and analyze workforce data—including diversity metrics, turnover rates and pay equity—to make better decisions. Too often, these teams work in silos, looking at data through a narrow lens and trying to create strategies and solutions that may not be holistic. When both teams work together, they can bring their unique perspectives to what they are seeing in the data and collaborate on the right strategies to solve challenges.

Advancing an inclusive culture is an ongoing journey. When HR and DEI collaborate effectively, they accelerate that journey by leveraging their collective expertise. Ensuring these two teams can work seamlessly together will help create an environment where every employee feels seen, heard and valued.

If your HR and DEI teams aren’t working as interconnected partners, you may not be getting the most out of your efforts. Setting an expectation across both disciplines that working together brings better, faster results will help your organization reach its goals more quickly.

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

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