What is Debi Culture?
Debi Culture is a commitment to transparency that requires an ongoing cycle. Set and share goals. Measure. Speakup. Repeat. Your Debi philosophy needs to be as individual as your people. After all, culture is shaped by people, and people are forever changing.
Debi Do's
respect
consciously unbiased
self-manage
personally recruit
actively mentor
hands on learning
transparency
Debi Don'ts
harassment
unconscious bias
force training
dry surveys
formal testing
structured grievance systems
lip service
Convert People Managers to D&I Champions
1. Allow managers to Set team diversity & inclusion goals
Without goal setting, you are looking in the rearview mirror. EEO-1 reports provide static historical context but don't affect real change. Share your goals, best practices, and more. Together we can create, uphold and maintain a diverse, inclusive and equitable workplace culture where everyone belongs.
2. give them the ability to measure their efforts
Allow people managers to be more effective. 100% confidential surveys covering # metrics across inclusion, diversity, equity, and conduct. Designed for all people in mind, we made our survey questions inclusive and the answers to accurately capture the perception of your culture. Every question is skippable, because we know this is sensitive information. We ensured that no one, not even the debi team, will ever see an individual’s answer. Your employees privacy is our #1 priority.
3. allow people to speakup and identify habitual issues
We are on a mission to normalize reporting in a more open manner; allowing victims to be alerted if aggressor is habitual. 75% of sexual harassment cases in the workplace go unreported. Even when you do report, you’re not sure who it’s going to or what will happen next. We have created a reporting mechanism that tells you exactly who is receiving your report and lets you track it to know what will happen next.
90+% of Fortune 500 companies do not share their D&I goals; don't be like them
Start Now: Create and Share Your D&I Goal
Commitment to a Debi Culture requires stated, quantified goals -- in a word, transparency. How an organization’s Diversity & Inclusion lead articulates goals and then allows for individual managers to self-serve and self-manage the execution can make all the difference -- the difference between success or failure. After all, people leave managers not companies.
Not only do you have to be transparent about your goals, but you need to be transparent about how you will achieve this goal. Metrics need to be created in order to measure this progress. Change won’t happen unless you measure and keep working at it.
Debi is Here For You
What everyone has to realize is that there is no one be all end all initiative or goal. Every company is different, with different people and different needs.
Tell us what your goals are! Together, we will create a custom plan specifically for your company and continue to work with you to adjust your plan and improve your workplace culture.