5 things you can do today to reset your DEI foundation
The start of the year is a good moment to pause, take stock, and reset. For many organisations, DEI activity can become fragmented over time – good intentions, one-off initiatives, or policies that haven’t been revisited in a while.
A strong DEI foundation isn’t about doing everything at once. It’s about being clear on where you’re at, what’s in place, and what you’re working towards.
Here are five practical things organisations can do today to reset their DEI foundation and set themselves up for the year ahead.
1. Check you have a clear DEI strategy
A DEI strategy provides direction and focus. It should outline your priorities, the outcomes you’re working towards, and how DEI connects to your wider business strategy.
If you already have one, ask:
- Is it still relevant?
- Has it been reviewed recently?
- Does it reflect where your organisation and workforce are now?
If you don’t have a strategy, this is a good place to start. Without one, it’s hard to measure progress or hold yourselves accountable.
2. Review and refresh your policies
Policies set expectations and signal what matters in your organisation. Take time to check that your key people policies are:
- Current and legally compliant
- Aligned with your DEI commitments
- Known and accessible to your people
This might include policies around flexible work, parental leave, bullying and harassment, gender affirmation, and recruitment. A policy that hasn’t been reviewed in years can quickly become a barrier rather than a support.
3. Be clear on your goals
DEI goals turn intent into action. They give your organisation something concrete to work towards and help prioritise effort.
Effective goals are:
- Specific and measurable
- Time-bound
- Relevant to your organisation’s context and data
Whether your goals relate to representation, retention, pay equity, or culture, clarity matters more than perfection. Avoid trying to do everything at once. Starting with two or three short-term goals helps focus effort and build momentum in the first few months.
4. Make sure your data is up to date
Data helps you understand what’s really happening in your organisation – not just what you think is happening.
Check that you have:
- Recent workforce data
- Consistent measures you can track over time
- A clear plan for how the data will be used and shared
Good data supports better decisions and allows you to see whether your efforts are making a difference. If you’re unsure where to start, get in touch and we can share how we approach this with our members.
5. Support connection, reflection, and celebration
DEI is not only about structures and systems – it’s also about people.
Consider whether you have:
- Active and supported employee resource groups (ERGs)
- Opportunities for reflection and learning
- Ways to recognise and celebrate progress and mahi
Taking time to acknowledge what’s working builds momentum and keeps people engaged for the long term.
Resetting your DEI foundation doesn’t require a full overhaul. Small, deliberate actions can make a meaningful difference – especially when they’re aligned to a clear strategy and supported by others.
At Diversity Agenda, our strategy is focused on building consistent, data-informed DEI practice across the engineering and architecture sector, supporting organisations at every stage of their journey, and growing a movement where businesses learn from each other rather than working in isolation.
Being part of the Diversity Agenda Accord gives organisations access to shared insights, practical tools, real-world examples, and a network of peers navigating similar challenges, from CEOs through to DEI leads.
If you’re unsure where to start, choose one of these five and begin there. If you’re ready to go further, consider joining the Accord to strengthen your approach and contribute to progress across the industry.
