Why do you need a calendar?
To make sure you don’t forget important events and occasions, of course.
But your usage of calendars is also indicative of other things. It shows that you like to be organized. That you like to plan things in advance. And that you also care.
It’s the last point that truly stands out when it comes to DEI in businesses.
A well-rounded DEI calendar becomes critical because it demonstrates that, as an organization, you go above and beyond simply marking observances. It serves as a roadmap for fostering an inclusive culture, driving employee engagement, and ultimately enhancing business performance.
Creating an effective DEI calendar is a nuanced process that demands a deep understanding of your organization’s unique demographics, challenges, and goals. Because a DEI calendar represents the lived experiences, traditions, and struggles of marginalized communities. If you need to move the needle towards inclusion, then you need to shift from celebrations that act as mere markers to cultivating a sense of accountability.
Given this important responsibility, the task of planning a comprehensive DEI calendar can be daunting. It’s an activity where you need to ensure that your initiatives resonate with every member of your diverse workforce. Where the calendar becomes the linchpin of real change and engagement across your organization.
This guide will explore strategies to help you develop a DEI calendar that’s as dynamic and diverse as your team.
Leveraging Insights from Focus Group Discussions
The foundation of an impactful DEI calendar lies in understanding the lived experiences of your employees. Focus group discussions offer a valuable opportunity to gain deep insights into the challenges and perspectives of your workforce.
Gather employees’ perceptions about their experiences within and outside the workplace. Allow them to share their observations and incorporate digital formats to obtain thoughts anonymously.
When analyzing the data from these focus groups, look for recurring themes and patterns.
Pay attention to:
- Experiences of marginalization or exclusion
- Cultural celebrations or observances that are important to employees
- Specific times of the year when certain groups feel particularly unsupported
- Suggestions for initiatives or programs that employees believe would make a difference
For example, you might discover that your LGBTQ+ employees feel that support wanes outside of Pride month. These insights should form the backbone of your DEI calendar, ensuring that your initiatives address real needs and concerns.
Analyzing Employee Engagement Scores
While focus groups provide qualitative insights, employee engagement scores offer quantitative data that can further enhance your DEI calendar planning. Employee engagement, business outcomes, and a robust DEIB culture go together. When employees feel they belong you see a spike in your Employer Net Promoter Score (eNPS), for instance.
Employee engagement scores can reveal trends and patterns that might not be immediately apparent in discussions. Create surveys that cover different aspects of an employee’s work experience like growth opportunities, work-life balance, and so on and measure them on different scales including satisfaction, productivity levels, absenteeism, and others.
When examining engagement scores, look out for:
- Disparities in engagement levels across different demographic groups
- Fluctuations in engagement throughout the year
- Correlation between engagement scores and specific events or initiatives
Low engagement scores in certain groups might indicate feelings of exclusion or lack of representation. Similarly, if you see an increase in engagement following specific DEI initiatives, it’s a clear indicator that these programs are resonating with your employees. Use this information to update the frequency and timing of similar events in your DEI calendar.
Acknowledging Stages in the DEI Journey
As you plan your DEI calendar, it’s essential to recognize that your employees are at different stages in their DEI journey. Some may be well-versed in DEI concepts and actively engaged in advocacy, while others might be just taking their first steps.
To include employees and their varied experiences, consider the following:
- Introductory workshops on DEI concepts for those new to the conversation
- Advanced discussion groups for employees who want to dive deeper into specific topics
- Mentorship programs that pair DEI advocates with those who want to learn more
- A mix of mandatory and optional events to cater to different comfort levels
By providing a range of entry points, you ensure that every employee can find a way to engage with your DEI initiatives, regardless of their starting point. And this contributes to a much-needed culture of continuous learning and growth.
Creating an Inclusive DEI Calendar
The ultimate goal of your DEI calendar is to create a welcoming environment that addresses the needs of multiple groups. This means going beyond the obvious observances and creating a comprehensive plan that celebrates diversity in all its forms.
Here are a few things to keep in mind when planning your calendar.
- Cultural celebrations from various ethnic and religious backgrounds
- Awareness months for different aspects of diversity (e.g., disability awareness, neurodivergence)
- Professional development opportunities focused on inclusive leadership
- Community outreach programs that allow employees to engage with diverse populations
- Regular check-ins and feedback sessions to ensure there’s intersectionality and inclusivity in your workplace
A final tip to remember – Inclusivity has many forms. One of them is also considering the format and timing of your events. Like including a mix of in-person and virtual events to accommodate different work arrangements, for example.
Preparing a truly effective DEI calendar that rises above mere tokenism calls for an investment in time and effort from everyone including the leadership. Organizations often forget to involve senior executives, relegating calendar-building as an HR or communications activity. A DEI calendar is also not an isolated activity but something that’s deeply integral to the organization’s overall strategy.
A DEI calendar, built with patience and time, provides opportunities for timely reflections, learning, and celebrates humanity in meaningful ways. It also sparks tangible action, which is one of the biggest measurements of effectiveness and momentum.
And this is where real, lasting change occurs.
