In recent years, diversity, equity, and inclusion (DEI) initiatives have evolved significantly. From leveraging generative AI to recruit a diverse workforce to integrating new leadership and training programs to assist with DEI initiatives, the changing approaches to DEI reflects the unique nature of today’s workforce. With 2024 being an election year and many companies experiencing “DEI fatigue,” businesses are seeking actionable steps to build on their existing efforts. After all, a majority of U.S. adults view increased DEI at work positively, highlighting the relevance of a robust multicultural engagement strategy. Consider how your organization can drive multicultural engagement in corporate governance with the 3 questions below. 

What is Multicultural Engagement?  

Multicultural engagement involves interacting with and creating a supportive environment for individuals from diverse cultural backgrounds. A multicultural engagement strategy is an intentional approach that ensures businesses and their employees reflect and connect with various cultural perspectives. Research reveals that certain key actions can effectively drive growth and engagement in DEI, enabling businesses to take truly beneficial courses of action.  

3 Questions That Will Drive Multicultural Engagement in Corporate Governance 

To develop a successful multicultural engagement strategy, businesses should consider the following key questions:  

1. What cultures are we engaging with? How are we building relationships with different cultural groups? 

Businesses interact with a range of diverse groups daily. Recognizing these cultures and building relationships is crucial to implementing a successful multicultural engagement strategy. Companies can promote DEI and foster relationships through organizational shifts, employee resource groups (ERGs), and leadership support for inclusive practices. ERGs, in particular, have been shown to enhance employee retention, satisfaction, and brand reputation by creating spaces for colleagues of different identities to connect beyond their daily tasks.  

2. What is our existing multicultural engagement strategy? If we don’t have one, how can we create one that aligns with our core values and reflects cultural diversity? 

Evaluating your organization’s current multicultural engagement strategy and DEI initiatives helps identify areas needing improvement. Assessing the strengths and weaknesses of the existing approach – such as representation gaps and the effectiveness of current initiatives – can guide the development of a more cohesive strategy. Techniques, like inclusive leadership training and strengthening inclusive communication in the workplace, can be integrated to ensure leadership fosters an environment where diversity thrives. 

3. How do we measure the success of our multicultural engagement strategy? 

To gauge the success of a multicultural engagement strategy, it is essential to assess its impact. Forbes reports that “inclusive teams make better business decisions up to 87% of the time and make those decisions twice as fast within half as many meetings.” Utilizing methodologies that translate insights into action is key. For instance, Clarkston Consulting’s partnership with Monday Night Brewing, a food and beverage company, involved clear steps and review processes, including employment surveys and organizational network maps, to ensure DEI initiative effectiveness.  

Moving Forward 

Looking ahead, DEI will continue to be a critical factor in the business world. Companies prioritizing DEI are better positioned to thrive in today’s dynamic environment, making a multicultural engagement strategy an invaluable asset.

Connect with Clarkston today to discover how your business can benefit from a tailored DEI strategy for multicultural engagement in corporate governance.  

Contributions from Natasha Shrestha