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Human Resources

Best Practices for a Successful Diversity and Inclusion Strategy

Quartz Editorial Team

Quartz Editorial Team

How to Develop your Diversity, Equity, Inclusion Roadmap

When United Dairy Farmers started out 80 years ago, there weren’t many competitors in the market. The family-owned business thrived for many years without having to focus on strategy.

These days, the competitive landscape has changed significantly; success requires a much more strategic approach. 

Mark Wilson, Corporate Head of Human Resources at United Dairy Farmers, gave a recent presentation on Quartz Network to share ways the company built their HR strategy around diversity, equity and inclusion (DE&I) perspectives.

A DE&I plan should be as clear and concrete as any standard business plan. Wilson calls it the diversity blueprint and it consists of three components.

Diversity and Inclusion Strategy

  1. Engagement
  2. Focus on development, advancement, recruiting
  3. Representation and training

Wilson elaborates on each component and shares positive examples of how diversity can help drive the bottom line for a business.

Social justice issues have really created a new perspective as it relates to diversity, equity, and inclusion.

Mark Wilson, Corporate Head of Human Resources at United Dairy Farmers

Business Resource Groups Add Value

Some companies employ a Business Resource Group (BRG) to provide input into marketing or product development. They can examine projects from a diversity perspective and reshape problematic messaging to avoid negative responses.

“BRGs, if set up correctly, can be value-added for the organization,” WIlson said. “The key thing is they should have a tie back to the business and there should be some interaction between the groups.”

More recently, social injustices and the fight against systemic racism have helped shape and bring to light the importance of  DE&I policies. Companies are driven to move forward with progress and leverage diverse perspectives. 

Over the last 30 years, the focus on diversity has evolved from a matter of legal compliance and affirmative action to a focus on people and broader engagement.

Establishing revenue goals related to your diversity metrics is an important piece of the puzzle. Watch the presentation for more ways to reframe your HR strategy with diversity and inclusion initiatives.