By Alison Pasquariello
Whether launching a new DEI initiative or building on work already underway, setting out with clarity and intention makes all the difference. Fortunately, organizations don’t have to start from scratch—there is a wealth of insights to draw from.
This article distills key findings from RRAPP to help organizations lay the groundwork for effective change.
Here are six essential lessons from the latest evidence-based research on building effective DEI initiatives:
1. Find action through personal allyship
For many leaders, interest in building a DEI initiative begins with allyship. A team of researchers and practitioners at Stanford Graduate School of Business have identified three key steps for accountable and reflective allyship, which they share in a straightforward article: 1) learn, by rooting yourself within a historical context; 2) reflect, by interrogating your own experiences and biases; and 3) act, by engaging with informed resources like Race Card Project and Racial Equity Playbook.
2. Tie diversity programming to leadership development
Research shows that DEI programs are more effective when they are linked to leadership development and clearly supported by management. This summary explains that initiatives succeed when leadership actively connects equity goals with opportunities for professional growth. This approach signals an appreciation for and deep organizational commitment to diversity and inclusion.
3. Consider an ‘all-inclusive multiculturalism’ approach
Historically, institutions have used two primary approaches for diversity initiatives in the workplace: the colorblind approach and the multicultural approach. Over the years, research has shown that each of these approaches generally do not yield good results. The colorblind approach often leads to minoritized employees feeling excluded; the multicultural approach, on the other hand, can make non-minoritized staff feel skeptical and resentful.
Instead, this paper suggests an ‘all-inclusive multicultural approach’ which affirms that diversity includes everyone, while still addressing the unique barriers faced by BIPOC employees. This approach promotes more open and comfortable communication among employees, strengthening their relationships.
4. Choose training programs thoughtfully
There are numerous different antiracism training options, and if this is part of a DEI plan, it’s critical to pick the right one. Start by checking out RRAPP’s guide on implicit bias training, which cites research showing that voluntary employee programs are most effective. Many studies dating back to the 1930s indicate that anti-bias training may unintentionally produce some negative outcomes, including, for example, making white individuals feel excluded or controlled and thus reducing their support for diversity.
It might also be helpful to read this comparative study which breaks down ten training programs in the U.S., highlighting differences in content, pedagogy, and underlying theory.
5. Operationalize racial justice across the organization
A sense of urgency around issues of racial equity is good, but researchers point out that, in initial phases, it’s equally important for organizations to evaluate their commitment. This article offers a roadmap for embedding racial equity into the structures, policies, and everyday decision-making. That means thinking through a full strategy, from building racial equity leadership teams to tracking progress with accountability measures. IARA’s own research in the healthcare sector suggests five levers for organization-wide change: 1) buy-in and continued engagement from leadership, 2) use of explicit language to define structural racism, 3) effective organizational infrastructure, 4) clearly defined metrics, and 5) building internal capacity & professional development.
Next steps: Find community & use evidence-based research
Lastly, remember there’s no need to reinvent the wheel. A well-established network of racial equity changemakers—DEI practitioners, researchers, activists, legal experts, and organizational leaders—have been building knowledge, tools, and strategies for years. Platforms like the Race, Research, and Policy Portal (RRAPP) offer access to that collective insight, highlighting what has worked (and what hasn’t) across sectors.
Events like the Truth and Transformation Conference are also great places to meet a growing community committed to institutional-level change. For organizations just ready to build, pivot, or rebuild, there’s a rich network to connect with and learn from.