DEI and our collaboration with Metsä Group
2024-08-16
As we look towards the future, it's clear that companies with strong DEI strategies will be better positioned to innovate, adapt, and thrive. But what does it take to build a workplace where every individual feels valued, motivated and empowered?
Impaktly has been the proud partner for Metsä Group in their DEI transformation for several years. Our collaboration has showed how important it is to tailor a DEI approach to the context and operating environment of the organization to reach all the benefits of DEI on individual and organizational level. What enables this is a strong commitment and mandate from top leadership. In Metsä Group’s case the “Metsä for All” vision has been the backbone of the transformation, and laid the foundation for what DEI means for Metsä Group.
Our team has facilitated over 40 workshops to Metsä Group’s management teams globally and been hands-on in supporting the cultural change from boardrooms to mill sites. We have deep-dived into the importance of DEI and the tremendous opportunities it offers for any organization. We have analysed the current state of each organization and painted a DEI baseline to guide roadmap development. We have innovated concrete solutions to everyday challenges blocking equity and inclusion. We have seen strong commitment and inspirational leaders willing to put themselves out of their comfort zone. We have seen change in individual mindsets as well as organizational processes. We have had fun moments, but also had difficult conversations about exclusion. Change is not always easy.
This has been a genuine learning journey also for our team and that is why the work is so inspiring. The next steps are in the planning phase and can’t wait to share about those at a later stage. However, what is clear is that Metsä Group will continue to implement their DEI transformation in a way that will continue to ensure a foundational cultural change throughout the organization. A true forerunner.
We want to share Impaktly’s six tips on DEI transformation:
1️⃣ Understand your starting point to be strategic
Critical self-reflection on your organisations’ history, values and culture is needed to develop and implement any successful DEI initiative. It might be tempting to copy-paste from another organisation, but without a tailored approach, you will not reach lasting results. Ensure you develop a strategic roadmap to guide your way, measure and manage your actions and seek regular feedback from your critical stakeholders.
2️⃣ Don’t focus only on diversity
Recruiting diversity for diversity’s sake will most likely end you up in a vicious cycle of recruitment, unless you ensure that your company’s culture is inclusive. Keep the three components of DEI, diversity, equity & inclusion, closely integrated. Focus on demographics, analyse processes & practices and deep-dive into company culture.
3️⃣ Focus on inclusive leadership
Inclusion is the responsibility of everyone but acknowledge that leaders and managers play a crucial role. Build inclusive leadership systematically: ensure integration into KPIs, leadership principles, competence development and processes to propel transformation. Accountability forces us to walk the talk, and implement, not just talk about, the change we want to achieve.
4️⃣ Integrate in processes
Change is tangible actions taken everyday across the organisations and functions. Define together with different teams how DEI becomes a systematic part of processess, such as recruitment, employee experience, career development, innovation practices, brand, product and service design and marketing. This way you focus on fixing the engine room, and not on cleaning windows.
5️⃣ Be data-driven
The power of data in DEI is easily overlooked. However, without data, we end up making decisions based on assumptions, not facts. Utilise diversity assessments to understand who your people are and personnel surveys to understand their experience in your organisation. Engage with your people to understand the every-day. Not just with the vocal and active ones, but especially with the ones on the outskirts who feel they have limited oppportunity for participation or career advancement, and feel excluded.
6️⃣ Focus not only on your own people, but also the marketplace and wider society
DEI is an opportunity for change in organisations, but also in how they interact with their customer base and what kind of impact they have on wider society. Systematic DEI work on all three levels offers a significant business opportunity, but above all it offers a profound opportunity to make a positive impact on peoples’ lives.
Are you thinking on embarking on a DEI journey and need help? Please do not hesitate to contact us! We are more than happy to help.
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Do you or your company need help on how to embark on a solid and transformative DEI journey?