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How To Run A Diversity Equity And Inclusion Meeting

To successfully run a Diversity, Equity, and Inclusion meeting, it is imperative to foster an inclusive environment, provide clear guidelines for respectful communication, emphasize the importance of diverse perspectives, and promote open dialogue on equity issues.

A Diversity, Equity, and Inclusion (DEI) meeting is a gathering of individuals within an organization aimed at promoting and advancing diversity, equity, and inclusion initiatives. The purpose of this meeting is to discuss and address challenges, opportunities, and strategies related to creating a more diverse and inclusive workplace. It involves discussions on policies, procedures, and practices that can promote diversity, ensure equal opportunities, and foster an inclusive culture that embraces individuals from different backgrounds, perspectives, and identities. The meeting may cover topics such as recruitment and hiring practices, training programs, employee engagement and affinity groups, and ongoing monitoring and evaluation of DEI efforts.

What is the purpose of a Diversity Equity And Inclusion Meeting?

Running a diversity, equity, and inclusion meeting as a leader serves the purpose of fostering a more inclusive and equitable work environment. It allows for open discussions, addressing biases, and implementing strategies to ensure everyone feels heard, valued, and represented. Such meetings play a crucial role in promoting diversity and creating a culture of acceptance and belonging within the organization.

How To Run A Diversity Equity And Inclusion Meeting: Step-By-Step


Step 1: Set the Agenda

Create an agenda outlining the meeting’s purpose, durations for each agenda item, and designated discussion leaders. This will ensure a clear and concise roadmap for the meeting, promoting efficiency and providing attendees with a clear understanding of what to expect.

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Step 2: Establish Ground Rules

Establish ground rules to ensure respectful dialogue and interaction, such as allowing others to fully express their thoughts before responding and refraining from personal attacks or criticism.

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Step 3: Define Objectives

During the meeting, our objective is to assess the effectiveness of our current DEI initiatives and explore possible strategies to enhance diversity, equity, and inclusion within our organization. We aim to have a productive discussion and generate innovative ideas for improving our efforts in this area.


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Step 4: Introduce DEI Concepts

In order to foster an environment of diversity, equity, and inclusion, it is crucial to establish a shared understanding and interpretation among all stakeholders. This will provide a solid foundation for progress and ensure inclusivity for all.

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Step 5: Discuss Current State

Gain insight into the current DEI landscape in your organization. Evaluate ongoing initiatives, identifying successful approaches and areas that require improvement.

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Step 6: External Comparison

By examining how other organizations handle their DEI initiatives, you gain valuable insights into best practices and can gauge where your organization stands while identifying potential areas for enhancement.

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Step 7: Brainstorming Session

Facilitate an open dialogue among participants, urging them to contribute their innovative ideas for enhancing diversity, equity, and inclusion (DEI) in your organization. Ensure these valuable strategies are documented for thorough evaluation and possible integration into our practices.

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Step 8: Feedback and Concerns

Create an inclusive and receptive atmosphere that encourages attendees to freely express their concerns and share valuable feedback. This encompasses a wide range of topics such as current policies, innovative suggestions, or specific incidents within the organization.

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Step 9: Set Action Items

Define and implement a comprehensive DEI strategy with measurable goals. Assign a dedicated DEI team to lead initiatives, conduct training programs, revise policies, and promote awareness. Set clear deadlines for each action item to ensure progress and accountability.

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Step 10: Follow-up Plan

It is essential to schedule a follow-up meeting to evaluate the progress of action items, address new concerns or objectives, and ensure everyone stays on track. Let’s set a date for this meeting to keep the momentum going.

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Step 11: Closing Remarks

Close the meeting by emphasizing key takeaways, expressing gratitude for participation, and fostering continuous dialogue and action on DEI matters.

Questions to ask as the leader of the meeting

1. How is our organization currently promoting diversity, equity, and inclusion?

Explanation: This question helps the leader assess the existing initiatives and efforts in diversity, equity, and inclusion within the organization. It provides a benchmark against which progress can be measured.

2. What are the barriers or challenges that employees from diverse backgrounds face in our organization?

Explanation: By understanding the barriers or challenges faced by employees from diverse backgrounds, leaders can identify areas for improvement and take necessary actions to address them, creating a more inclusive work environment.

3. How can we better attract and retain a diverse talent pool?

Explanation: This question helps the leader explore strategies to enhance diversity in recruitment and retention. It encourages discussion around targeted initiatives, inclusive hiring practices, and building an environment where employees feel valued and included.

4. Are there any specific culture or policy changes we need to make to create a more inclusive workplace?

Explanation: This question focuses on identifying potential modifications to company policies, practices, and cultural norms that might hinder inclusivity. Leaders can use the answers to develop action plans that support an inclusive work environment.

5. How can we ensure that all employees have equal opportunities for growth and advancement?

Explanation: Leaders need to ensure that opportunities for growth and advancement are consistently accessible to employees from all backgrounds. This question encourages brainstorming ways to address any identified disparities and show commitment to equity.

6. Are there any ongoing biases or microaggressions that need to be addressed?

Explanation: Leaders should be informed about any biases or microaggressions that occur within the organization. Asking this question helps uncover hidden challenges and triggers conversations to create awareness and eliminate harmful behaviors.

7. How can we increase awareness and understanding of diversity issues among our employees?

Explanation: This question focuses on promoting education and training to increase awareness and understanding of diversity issues. It encourages discussion around diversity initiatives, workshops, and resources that can help foster a more inclusive culture.

8. Are there any additional resources or support systems that we should implement to enhance diversity, equity, and inclusion efforts?

Explanation: Leaders need to ensure that the organization has the necessary resources and support systems to effectively implement diversity, equity, and inclusion initiatives. This question explores potential areas that require additional support and investment.

9. How can we measure and report on our progress in diversity, equity, and inclusion?

Explanation: Measuring and reporting on progress is vital to assess the impact of initiatives and reinforce commitment to diversity. This question helps leaders identify key performance indicators and metrics to evaluate progress and transparency in diversity, equity, and inclusion efforts.

10. How can we encourage open dialogue and create a safe space for discussing diversity, equity, and inclusion issues?

Explanation: Open dialogue is crucial for fostering an inclusive environment. This question focuses on finding ways to promote open communication, encourage employee participation, and ensure all voices are heard and respected.

As a leader, preparing a diversity, equity, and inclusion (DE&I) meeting agenda requires careful consideration. Begin by setting clear goals for the meeting, such as promoting awareness and understanding of various perspectives and experiences. Include topics that address potential biases, provide educational resources, and outline strategies for fostering inclusivity. Allocate time for open discussion and collaboration to generate actionable solutions.

How To Prepare For A Diversity Equity And Inclusion Meeting
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In a diversity, equity, and inclusion meeting, it is crucial to discuss topics such as unconscious bias, equal opportunities, representation, and fostering an inclusive workplace culture. Additionally, addressing systemic barriers, promoting allyship, and implementing diversity and inclusion initiatives are essential conversations for creating a truly equitable and diverse environment.

See Our Diversity Equity And Inclusion Meeting Template
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Software tools to facilitate a Diversity Equity And Inclusion Meeting

Software provides leaders with powerful tools to efficiently run diversity, equity, and inclusion meetings. It streamlines the process of setting agendas, scheduling meetings, and organizing resources. With built-in collaboration features, leaders can easily gather feedback, track progress, and ensure all voices are heard. Additionally, software enables the analysis of data and generation of reports, facilitating informed decision-making and promoting greater inclusivity within the organization.

Our Recommendations:


Incorporating diversity, equity, and inclusion (DEI) into meetings is essential for creating an inclusive and progressive work environment. By providing a safe and respectful space for all voices to be heard, organizations can foster innovation, strengthen employee relationships, and attract and retain a diverse workforce.

To run successful DEI meetings, it is important to set clear objectives, establish a code of conduct, and create an inclusive atmosphere. Additionally, facilitating open and honest discussions, encouraging active participation, and providing opportunities for feedback and growth are crucial components.

Remember, creating lasting change takes time, dedication, and ongoing commitment. DEI is not a one-time event but an ongoing journey towards inclusivity and equality. By leveraging the power of diverse perspectives, companies can unlock their full potential and ultimately cultivate a culture that values and celebrates diversity in all its forms.

So, let’s commit ourselves to running DEI meetings that empower individuals, challenge biases, and prioritize fairness and equality. Together, we can make a positive impact and drive meaningful change within our organizations and society as a whole.

Popular Questions

What is the purpose of a "Diversity, Equity, and Inclusion" Meeting?

The purpose of this meeting is to discuss the strategies, policies, and initiatives promoting diversity, equity, and inclusion in the workplace. It helps to ensure that all employees feel respected and valued, irrespective of their background, race, gender, etc.

Why is it important to have a Diversity, Equity, and Inclusion Meeting?

Having a “Diversity, Equity, and Inclusion” meeting is important to create an environment where every individual is treated equally and opportunities are given based on merit, not bias or discrimination. It encourages an open discussion on topics related to diversity, equity, and promotes a culture of inclusiveness.

Who should attend a Diversity, Equity, and Inclusion Meeting?

Everyone can attend this meeting, from the leadership down to entry-level employees. It’s critical to have representation from all levels and departments to understand different perspectives and create comprehensive policies.

What are some common topics that might be discussed in a Diversity, Equity, and Inclusion Meeting?

Some common topics could include the state of diversity, equity, and inclusion in the organization, any challenges that have been identified, objective measures of evaluating progress, initiatives to recruit and retain diverse talent, and building a more inclusive culture.

How will the impact of these Diversity, Equity, And Inclusion meetings be measured?

The impact can be measured using various methods like employee surveys to gauge their perception of diversity, equity, and inclusion in the organization, analyzing workforce demographics, tracking promotion and attrition rates, and monitoring the implementation and success of initiatives discussed in the meeting.