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Implementing a successful Diversity, Equity and Inclusion program is a marathon not a sprint. 

Even though there is tremendous pressure to adopt and act to drive results quickly, the most successful strategy is to begin to make small changes and act on each of them. Overtime, you will have a complete diversity, equity, and inclusion policy with results you can point to.  
 
This approach is important to note as the world seems to be more tumultuous today than ever before. The pandemic is only one pressure point. There’s divisive politics, climate shifts, cultural shifts, and increasing violence to name a few. A DEI policy and program takes patience and empathy. Programs that are based on thoughtful and constructive response to concerns are the ones that will be widely accepted and adopted. 

Perhaps the first step is to recognize and admit that all of us have some level of unconscious bias. The next step is to identify how the subconscious bias manifest itself. Change can occur by retaining expert consultants that can provide insight and best practices in order to address and overcome how we engage in bias or oppressive behavior. 

After recognition comes planning followed quickly by action. 

A great place to begin to develop a strategy is to form a DEI committee. The committee can help facilitate conversation. It creates a safe harbor for those sometime difficult conversations and an open forum for less vocal employees. It also empowers employees with physical, cultural, environmental, or religious differences to advocate for better inclusion and accommodation in the workplace. 
 
The committee can make recommendations about the workplace environment but can also look beyond to identify how to engage the greater community.  
 
Sometimes executives and managers find it difficult to recognize their own subconscious bias. Enlisting the help of outside DEI experts to facilitate training will help uncover those often-hidden behaviors and practices. This training will help supervisors dismantle systems and procedures that are inherently biased. Regular skip level meetings across the organization can be the result of training and provide an opportunity for members of the majority to better understand other cultures, backgrounds and identities. 

Now that the infrastructure is in place, it’s time to find common ground, similar values and priorities and move together on the same path forward. And your progress and results can be measured.  

But policy isn’t enough.  

Look at employee retention and satisfaction levels, employee engagement, positional equity. Perform employee engagement surveys as one mechanism of measurement. 
 
Diversity, equity, and inclusion is about more successful business outcomes. A diversity of ideas, approaches and thinking bring together differing points of view and foster true inclusion. 
 
Qumu is a leading provider of best-in-class tools to create, control, deliver, experience, and analyze live and recorded video at scale. Backed by an experienced team of software and video experts, Qumu’s software enables globally distributed organizations to drive employee, customer and partner engagement, modernizing business by providing more efficient and effective ways to communicate and collaborate.   
 
Qumu is proud to have implemented many of the policies and procedures that make a DEI program successful.

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