Caroline Turcotte is the Global Head of Diversity, Equity, & Inclusion (DEI) at Fiera Capital, with over 18 years of dedicated experience cultivating inclusive workplaces. Through strategic initiatives aimed at enhancing employee experience and fostering a positive company culture, she has consistently demonstrated her expertise in Organizational Development, Talent & Leadership Development, and DEI integration. Caroline's commitment to employee engagement, inclusivity, and well-being underscores her mission to drive impactful change within organizations while bolstering business performance.
In the rapidly evolving Diversity, Equity, & Inclusion (DEI) landscape, practitioners face a whirlwind of new regulations, trends, studies, and even anti-DEI movements. Navigating this increasingly polarized environment can be daunting, but some fundamental, timeless practices can stand the test of time. Ultimately, DEI efforts should encourage broader efforts to ensure a balance of opportunity for all.
These priorities are and will always be at the top of my priority list.
1. Harness Employee Lifecycle Data
Data is the cornerstone of effective DEI initiatives. While setting targets is essential, understanding current and historical employee movements is critical. Analyzing recruitment, promotion, and attrition rates by diversity demographics helps identify trends and potential areas of opportunities. This data-driven approach helps identify the factors contributing to the gaps and determine what should be prioritized.
2. Promote Inclusive and Equitable Practices
We spend a lot of our time on attracting diverse talent, but are our internal practices equitable and inclusive? Meeting recruitment targets is ineffective if the workplace does not address the unique challenges of diverse talent or if the behaviors are non-inclusive. I participate in external studies or certifications, which help organizations understand their current state, identify gaps, and address challenges. Though time-consuming, these efforts are the most sustainable.
3. Engage the Majority Group in DEI Efforts
Inclusivity requires engaging everyone, including the majority group, in DEI initiatives. For example, I encourage men to participate in Women's ERGs, as excluding the majority group from discussions on issues and solutions can be counterproductive. However, their involvement must allow space for listening to diverse perspectives. Involvement through sponsorships, allyships, or mentorship programs fosters awareness and participation, leading to successful outcomes. These are the perfect examples of low-effort, low-cost, and high-impact initiatives that INVOLVE everyone around the table.
4. Prioritize Engagement and Inclusion Surveys
Employee survey feedback tools are my day-to-day fuel. They are invaluable for gaining incredible insights from an ENTIRE workforce. Engagement and inclusion surveys provide real visibility into internal behaviors and practices. You can slice and dice the data per demographic, team, and region, providing an effective and unbiased way to drive sustainable changes. Although assessing this data can be challenging, it enables organizations to track progress over time, compare with industry benchmarks, and, most importantly, prioritize their DEI roadmap.
5. Persevere in Your DEI Efforts
Adapt your efforts and corporate messaging in response to the external environment, but never pause or stop your initiatives. DEI is about fostering representation that reflects the changing world and marketplace. These efforts aim to build the best workforce, emphasizing inclusivity and equal opportunity.
6. And Remember: DEI is a Collective Responsibility
DEI is not just on the shoulders of DEI professionals—it is a responsibility we all share across our organizations. Each of us has a role in creating a diverse, equitable, and inclusive environment.
By prioritizing these practices, DEI professionals can navigate the challenges and drive impactful, enduring change.
