Skip to content
  • About Us
  • Services
  • Our Work
  • Our Thinking
    • Blog
    • Tech Talent White Paper
    • DEI White Paper
    • Research and Reports
Menu
  • About Us
  • Services
  • Our Work
  • Our Thinking
    • Blog
    • Tech Talent White Paper
    • DEI White Paper
    • Research and Reports
  • Careers
  • Client Login
  • Contact Us
Menu
  • Careers
  • Client Login
  • Contact Us
  • About Us
  • Services
  • Our Work
  • Our Thinking
    • Blog
    • Tech Talent White Paper
    • DEI White Paper Landing Page
  • Careers
  • Client Login
  • Contact Us
Menu
  • About Us
  • Services
  • Our Work
  • Our Thinking
    • Blog
    • Tech Talent White Paper
    • DEI White Paper Landing Page
  • Careers
  • Client Login
  • Contact Us

Do you have a Diversity, Equity, and Inclusion Value Proposition (DVP)?

Categories

  • Culture
  • Diversity Value Proposition
  • Employee Value Proposition (EVP)
  • Employer Branding
  • evp
  • HR & Employer Brand Conferences
  • HR and Marketing
  • HR Consulting
  • Management Consulting
  • Recruitment

Follow Us

  • Opens in a new tab
  • Opens in a new tab
  • Opens in a new tab

    You’ve likely heard about the importance of Diversity, Equity, and Inclusion (DEI) and have likely seen companies around the world rushing to publicize their aspirational pledges. However, those pledges may not be having the positive impact that companies are hoping for. Why? People are tired of hearing promises when what they really want to see is change. In fact, there’s a term for it; it’s called diversity fatigue.  

    What is Diversity Fatigue and why is it happening?

    Diversity Fatigue is a general feeling of exhaustion in response to discussions around DEI, and it’s becoming increasingly prevalent.  It’s not that people don’t care, but that they are losing faith in public promises and wondering whether organizational efforts are resulting in any meaningful change. In fact, research supports this notion and shows that when public DEI commitments aren’t lived in the workplace, or when DEI strategies are poorly executed on, it can impact productivity as a result of frustration, resentment, and disengagement. It’s this disconnect between organizations’ promises and what actually happens at work, that causes this issue.  

    Focus on the Authentic Employee Experience 

    So, how do we address diversity fatigue and work on DEI effectively? By understanding the authentic employee voice and employee experience. Employee Value Propositions (EVP’s) aren’t just a science, they are also an art and a highly effective one. EVP’s are tools to powerfully understand and articulate what employees value most about working at your organization and they’re being built and leveraged by organizations everywhere to drive change. If you’re not familiar with what’s important when building and communicating an EVP, here are a few key things that separate the good from the great: 

    • Authentic: does your EVP reflect the authentic employee experience? 
    • Relevant: does it emphasize what talent values most about working with you? 
    • Aspirational: does your EVP talk a bit about the future and where you are headed? 
    • Differentiated: does it summarize what you have to offer in a unique way? 

    When it comes to building and communicating your DEI strategy, the elements above are just as important.

    Introducing the DEI Value Proposition (DVP)

    Every organization has a unique experience it offers when it comes to DEI. In fact, that is the basis for crafting a DEI Value Proposition (DVP) – it highlights the best of what you have to offer talent from a DEI perspective, no matter where you are in your journey. This is markedly different from most aspirational public pledges that we’re accustomed to seeing. That’s not to say that your DEI vision isn’t important. However, when anchored in an authentic experience, blended with your aspirational vision, and brought to life in a compelling and distinct way, DEI serves as both a foundation and catalyst for elevating your DEI and Employee Experience strategies. And that’s what you accomplish with a DVP. 

    If you haven’t heard about a DEI Value Proposition or DVP before, that’s because it’s a new term that we’ve come up with at Blu Ivy Group. We use it to describe the work we’ve been doing and the powerful ways that we have seen it support change at organizations, whether they set out to work on DEI exclusively or simply embed more authentic, differentiated DEI language in their EVP. 

    Building a DVP

    As with building an EVP, it’s important to understand the current organizational climate and mood when it comes to DEI and building your DVP. This understanding of organizational mood, values, and sentiment is critical in determining how to best inform people about your DEI strategy, AND how to inspire them, get buy-in, and make this important work a source of pride. 

    • Authenticity matters. To avoid creating false expectations that result in candidate disillusionment and employee disengagement, it’s important to acknowledge who you are today and what is special about your culture from a DEI standpoint right now. It may not be all of those elements (D, E, and I) but, most likely, there is something that you’re already doing that will resonate with talent. Be specific about what’s great about DEI at your organization today, along with where you are headed, and how new hires can be part of the change you’d like to see. This ensures that they not only know what they’re getting into, but that they’re excited about it.
    • DEI alone isn’t a differentiator. This may be controversial to some but, in many ways, DEI is a hygiene factor, much like compensation and health and safety. That doesn’t mean it isn’t critical; quite the opposite. DEI has become foundational and part of the ‘table stakes’ – which means that not doing something about DEI at your organization is no longer an option in the world of work, and simply saying that you have a DEI strategy isn’t going to be groundbreaking So, if you truly want to stand out and be seen as an employer that genuinely cares about and focuses on DEI, it’s important to communicate what you’re doing in a way that is authentic, differentiated, and builds trust. 

    How Does a DVP Help Elevate Your DEI Strategy and Employee Experience?  

    In a talent market flooded with aspirational commitments and pledges, a DVP helps you connect with, and stand out to talent, in a way that doesn’t cause diversity fatigue or result in people tuning out. That’s because DVP’s go beyond promises, pledges, or aspirational commitments and  blend your aspirational and authentic cultural strengths in a compelling way that resonates with talent.  

    It’s not just about compelling wording either, part of the Blu Ivy Group secret to building an effective DVP is the inclusive process we go through to define it. By engaging with employees and leaders, and uncovering what they value most about DEI, their work experience, and what potential gaps may exist, we can develop a comprehensive view of how to best craft your DEI strategy across systems, processes, and capabilities in your organization. In fact, the work of developing a DVP is actually one of the most engaging parts of your DEI journey for you and your employees – it’s about practicing allyship and active listening right from the start. 

    If you are looking to learn more about how a DEI Value Proposition (DVP) can drive your Employee Experience and Business Strategy, or help amplify your existing DEI work, we’d love to connect for a discovery discussion. Send us an email to find a time. 

    • Nicole Fernandes
    • June 10, 2021
    PrevAre your DEI efforts having the right effect? 
    Why You Need to Re-Recruit Your Talent Right NowNext
    Like this article? Please share it!
    Facebook Linkedin Twitter

    Read Our Reports

    Employer Brand Research from Over 200 Chief Human Resource Officers, the Latest Strategies and Employer Brand Events.


      Stay in the know

      Future-proof your employer brand with resources, articles and research from leaders in the employer branding field.

      Employer Brand Content Marketing for Start-Ups

      April 27, 2022

      We genuinely believe that all organizations can benefit from employer branding content. However, we also know that the process can intimidate smaller organizations. Mid-sized organizations

      Read More »

      A High-Performing Culture of Kindness. It Comes Down to Leadership

      March 21, 2022

      Creating a culture of kindness in your organization can lift your team’s spirits, make your employees feel valued, and increase your company’s bottom line. If

      Read More »
      Metaverse

      How the Metaverse Will Change Your Employer Brand & Workplace Culture

      February 23, 2022

      The term “metaverse” first appeared in 1992, in a sci-fi novel called Snow Crash. Thirty years later, this sci-fi concept is fast becoming our new

      Read More »

      Your Unique Plan

      At Blu Ivy Group, we bring passion to every project. We build unique employer brand, talent recruitment and retention strategies.


        • Company
        • Blog & Resources
        • Services
        • Careers
        Menu
        • Company
        • Blog & Resources
        • Services
        • Careers
        • Contact Us
        • Work
        • Client Login
        Menu
        • Contact Us
        • Work
        • Client Login
        • About Us
        • Services
        • Our Work
        • Our Thinking
          • Blog
          • Tech Talent White Paper
          • DEI White Paper Landing Page
        • Careers
        • Client Login
        • Contact Us
        Menu
        • About Us
        • Services
        • Our Work
        • Our Thinking
          • Blog
          • Tech Talent White Paper
          • DEI White Paper Landing Page
        • Careers
        • Client Login
        • Contact Us
        2020 Canadian HR Awards Finalist Badge

        T: 647-308-2352

        E: sparker@bluivygroup.com

        Privacy & Terms

        2018 © Blu Ivy Group

        2020 Canadian HR Awards Finalist Badge
        Twitter Facebook-f Instagram Linkedin-in
        • About Us
        • Services
        • Our Work
        • Our Thinking
        Menu
        • About Us
        • Services
        • Our Work
        • Our Thinking
        • Careers
        • Client Login
        • Contact Us
        Menu
        • Careers
        • Client Login
        • Contact Us
        +1(647)308-2352 sparker@bluivygroup.com

        © 2022 Blu Ivy Group. All rights reserved. 

        Privacy Policy

        This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish.Accept Read More
        Privacy & Cookies Policy

        Privacy Overview

        This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
        Necessary
        Always Enabled
        Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.
        Non-necessary
        Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.
        SAVE & ACCEPT