Operating Model / Workstreams | Association of Corporate Counsel (ACC)

The design and integration of DEI efforts into workplace operations so that they become seamless and routine. This includes delegating responsibilities, identifying processes, defining metrics, and creating a feedback process to guide change when needed.

Early

Program staffed on volunteer basis
No consistency in operational efforts
Lack of alignment with corporate strategy (assuming there is one that references DEI)
Recognition of the need for diversity-focused resources in pockets within the organization
Operational support processes are reactive (e.g., inbound request to develop initiatives)

Intermediate

DEI Operating Model defined by general counsel and leadership team
Defined operational targets in line with corporate strategy
Responsibilities defined and held by general counsel and leadership team
May hire consultants to help define operational model for the organizations DEI strategy
Work teams and work streams established for the DEI programs
Action plans include quantitative and qualitative data with aligned metrics to measure against objectives
Regular reports on progress and compliance with ends / goals

Advanced

Complete alignment with all DEI stakeholders on the definition of success, metrics, and responsibilities; regular feedback loop to check and adjust
Define work teams and work streams to drive program success are in place
Involvement of consultant(s) in auditing / survey ensures candor and compliance
Full engagement of the leadership team and stakeholders to drive DEI goals and objectives at the employee level
Regular reporting to governing body regarding progress against goals / execution; resources needed and other barriers to achievement of DEI goals / targets