Diversity Equity & Inclusion (DEI)

Leaders choose to focus on Diversity, Equity and Inclusion (DEI) work for a variety of reasons.

  1. The need to engage in an organization-wide process to evaluate and realign culture to support an existing commitment to diversity, equity and inclusion.
  2. The need to nourish a staff culture that reflects collective values with respect to DEI, and supports the mission of an organization.
  3. The need for strategies and action plans to foster an equitable and inclusive workplace.

At Brighter Strategies, we take an appreciative approach, focusing on what IS working and replicating it. Our goal is to work with you to design a collaborative approach that evaluates the current strengths and challenges of the organization with an eye to aligning culture and ultimately creating actionable recommendations for a clear path forward.

As with all of our engagements, our methodology focuses on supporting an inclusive dialogue that is positive, focused, pro-active, and flexible.

DEI Target

Three Stages of Work

  1. High-level organizational assessment: To fully inform this work we start by engaging leadership in conversations around the culture, their desired leadership impact, and their vision for an equitable and inclusive organization. We also believe in engaging the organization, as a whole. We recommend conducting deep dives with staff to explore diversity, equity and inclusion goals. This assessment process helps us better understand the current culture, the cultural ideal core values, equity and inclusion pain points, and leadership’s desired impact.
  2. In-depth analysis: Once we’ve conducted the initial assessment, we work to engage the entire organization in an appreciative conversation around DEI, core values (What gives vitality and life to the organization?) and culture impact actions (What actions or changes would strengthen the overall culture and make your organization more inclusive?). The summation of this stage of work is often delivered as an “organizational constitution”, or common agreements based on shared purpose and values.
  3. Implementing organizational strategy: The focus here is to identify clear goals and priorities focused on continuing to improve DEI practices and to ensure that the organizational constitution/values statements are lived and integrated into the organization’s systems. We will support the organization in this stage by being a thought partner and providing guidance on leading practices in organizational development and change management to help the organization successfully forge a path forward.

Our Role as Facilitators and Guides


  • “change agents” and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as DEI Champions and ambassadors for cultural change.
  • the appropriate resources to address roadblocks to achieving desired future DEI state such as unconscious bias, gender bias, LGBTQ, race/cultural equity concerns, and ally engagement, etc.
  • success indicators
  • all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required.


  • the involvement and project activities.
  • how and when the changes will be communicated, and organizing and/or crafting the communications messages which will include a lexicon of DEI terminology and agreed upon definitions for shared understanding.


  • that people involved and affected by the change understand the process change.
  • that there is clear expression of the reasons for engaging in diversity, equity and inclusion work, and helping the leaders and staff communicate it.
  • those involved or affected have help and support during times of uncertainty and upheaval

A Framework for DEI Strategy

Your organization is ready to get serious about Diversity, Equity & Inclusion (DEI). But what does that mean? What departments does that include? How do you start? We’ve prepared this visual tool to help you better understand what’s included in a DEI plan and where you can start.

A Framework for DEI Strategy eBook

Your Organization, Just Better