This is why you need to structure a Pitch. Time is money.
As a leader or advocate for DEI within your organisation, it’s crucial to be prepared with compelling, concise arguments that resonate with C-suite executives. If you do not know where to start, take a look at our 4 steps to kickstart your conversation with tech stakeholders. This guide offers different short, effective pitches themes that will convince top leadership to continue investing in DEI.
If you are looking for more DEI resources:
– DEI Candidate Scorecard
– DEI-Informed Performance Reviews
– Go-To Resources for Inclusive Organisations
– Measure DEI Initiatives in the Workplace
It’s time to pitch!
1. Vision Alignment: DEI as a Strategic Imperative
Pitch:
“Our vision is to be a leader in our industry, and to do that, we need to harness the full potential of our diverse workforce. DEI isn’t just about compliance or optics—it’s about driving innovation and staying ahead of the competition. By continuing to invest in DEI, we’re not just doing the right thing; we’re strategically positioning ourselves to lead and innovate in a diverse market.”
Rationale:
This pitch aligns DEI with the company’s long-term vision, making it clear that DEI is not a standalone initiative but a critical component of achieving broader business goals. It appeals to the executive’s desire for market leadership and highlights DEI as a means to that end. Consider prioritising cultural competence, so as a company you can create a more inclusive, dynamic, and innovative workplace, benefiting both employees and the business as a whole.
2. Mission Connection: Addressing Core Business Challenges
Pitch:
“Our mission is to deliver unparalleled service to our customers. To achieve this, we need a workforce that reflects the diversity of our customer base. DEI initiatives ensure that we’re not only attracting but also retaining the best talent from all backgrounds, which directly impacts our ability to serve our customers effectively and grow our market share.”
Rationale:
By connecting DEI to the company’s mission, this pitch shows that DEI is integral to solving real business challenges, such as improving customer service and expanding market reach. It demonstrates that investing in DEI is a strategic move that supports the company’s core objectives. Discover what to consider to become an inclusive organisation in tech.
3. Clear Goals: Focusing on Achievable Outcomes
Pitch:
“I understand the concerns about overcommitting resources, but our DEI strategy is focused and outcome-driven. For the next year, our goal is to increase diverse representation in leadership roles by 10% and to enhance our inclusive culture through targeted training. These are measurable, achievable outcomes that will have a tangible impact on our business.”
Rationale:
This pitch addresses potential executive concerns about the scope of DEI initiatives. By outlining clear, specific goals, it reassures leadership that the investment is both manageable and likely to yield concrete results. It also sets the stage for ongoing investment by showing a clear path forward. We recommend creating a DEI Scorecard to set expectations and start measuring DEI goals.
4. Planned Initiatives: Balancing Quick Wins with Long-Term Impact
Pitch:
“We’ve structured our DEI initiatives to include both immediate actions and long-term strategies. For instance, we can implement unconscious bias training across the company within the next quarter—this is a quick win. At the same time, we’re laying the groundwork for more significant changes, like revising our recruitment processes to ensure we’re attracting diverse talent at every level.”
Rationale:
This pitch highlights a balanced approach, combining quick, visible actions with more comprehensive, long-term initiatives. It demonstrates that the DEI programme is well thought out and designed to deliver both immediate and sustained value, appealing to executives who need to see both short-term returns and long-term strategic benefits. Learn more about the 5 stages towards DEI Maturity in global organisations.
5. Be Prepared for Pushback: Addressing Concerns with Facts
Pitch:
“I understand that there may be questions about the return on investment for DEI, but the data speaks for itself. Companies with diverse teams are 35% more likely to outperform their competitors. Moreover, DEI initiatives improve employee engagement, reduce turnover, and enhance our reputation as an employer of choice—all of which directly contribute to our bottom line.”
Rationale:
This pitch is designed to preemptively address concerns or resistance by grounding the argument in data and research. It reassures executives that the investment in DEI is not only socially responsible but also financially sound, offering clear, evidence-based benefits to the organisation. For example, discover how to leverage Employee Resource Groups (ERGs) for DEI Success in Tech.
6. The Cost of Inaction: Can We Afford Not to Invest?
Pitch:
“While it may seem cost-effective to scale back on DEI during challenging times, the long-term risks are significant. Without a strong DEI strategy, we risk losing top talent, alienating a diverse customer base, and falling behind our competitors who are embracing inclusivity as a competitive advantage. Inaction could cost us far more than continued investment.”
Rationale:
This pitch flips the narrative, shifting the focus from the cost of investing in DEI to the potential cost of neglecting it. By highlighting the risks associated with inaction, it encourages executives to consider the broader implications of scaling back on DEI initiatives, making a strong case for continued commitment. Discover our interview with Oana Iordachescu on how to allocate budget for DEI.
Remember, the key is to demonstrate that DEI is not just an ethical imperative but a vital strategy for driving business success.
