The “WHY” of a DEI approach should be answered from an inward space of values, principles and a larger purpose one holds in existence. Purpose that is just not meant to serve oneself or an entity but the larger part that it extends beyond itself.

My quest for understanding the purpose of DEI of the organizations has often led me reading about the benefits, collateral gains, innovation etcetera. I see these are tangible outcomes that embody our purpose. These are of much importance but only as long as they are comprehended in the context making the difference perceptible.

The primary 'The Purpose' of DEI is to be searched and defined within the systems that wishes to sustain. The point being driven here is that it is vital to distinguish the primary 'purpose' and tertiary 'tangible outcomes' of such initiatives.

The first step towards setting up the DEI game for an organization is proposing a strategy and have the leadership buy-in. Here the reverse integration begins — we approach the strategy highlighting the tertiary outcomes that are tangible and hence more lucrative; more lucrative, so easier to sell. The forward integration is thus required to begin with a reflective space of answering “Why's” of DEI.

In the lack of it a void grooves in the entire DEI approach, challenging the continuum of the efforts. I am eager to hear the views of fellow members about their experiences of discovering DEI Purpose, building strategy and above all the leadership buy-in.