Some of the major concerns for any organization in today’s globalized world involve diversity and inclusion. An intentional and well-structured diversity plan fosters an inclusive environment that innovates, increases employee engagement, and boosts overall performance. According to the Society for Human Resource Management (SHRM), “employees at inclusive organizations report improved engagement, productivity, and retention rates” . Organizations planning for success create comprehensive diversity plans. Here are some promising practices to help you develop a diversity plan that will meld with your business and organizational goals.
1. Establish a Strong Foundation
Define Diversity and Set Clear Goals
Defining what diversity means to your organization should be the first thing one does. Diversity goes beyond race and gender into age, ethnicity, sexual orientation, ability or disability, and culture. It might be challenging to have these conversations, but once organizations define what they mean by diversity and clarify the diverse groups they will serve, they can then identify measurable objectives that are consistent with your organization’s mission and strategic priorities. It is also recommended that each organization sets “specific diversity targets for leadership roles to boost representation” . By clearly defining diversity, working towards representation, and setting precise objectives, organizations create a roadmap for a more inclusive future .
2. Conduct an Organizational Audit
Perform an audit of your organization’s diversity landscape. This will include demographic data collection on gender, race, ethnicity, and age, among other markers of diversity. Employee surveys, focus groups, and individual interviews provide rich insights into the experiences in the workplace and point to any gaps that need attention . Auditing diversity can “help companies identify their starting point and key areas for growth” . In addition to auditing your organization’s demographics, a culture and climate survey is necessary to understand your organization’s culture and climate in relation to diversity and inclusion. Many organizations are hesitant to send these surveys as they fear the responses that they will receive in response. Organizations should not be fearful to conduct a culture and climate survey. Rather, organizational leaders should see this as an opportunity to invest in their workforce and an opportunity to increase innovation, creativity, and productivity.
3. Develop a Clear, Comprehensive, and Actionable Diversity Plan
Create an Actionable Roadmap
Based on the audit and culture/climate findings, formulate a concrete action plan. This would spell out the step or steps that will be necessary in encouraging greater equity and inclusion, who will assume responsibility for carrying out such steps, and what resources are necessary to enact this important work. A diversity plan should not be static; it must keep pace with the growth of the organization and evolve in order to goals set by the organization . SHRM advises defining “clear metrics for progress assessment” to keep track of success over time.
Form a Diversity and Inclusion Committee
A diversity and inclusion committee or team is instrumental in driving diversity initiatives forward. Membership of such a committee typically includes a diverse group of employees who can provide meaningful input, hold others accountable, and help keep diversity initiatives at the forefront. This helps organizations make smarter decisions by taking into consideration a wide array of different perspectives and advances the actual execution of diversity goals .
4. Design Inclusive Policies and Practices
An effective diversity plan requires the cultivation of inclusive policies, practices, and procedures that support the organization in meeting the set diversity goals. It is essential to review and update policies consistently so that they are aligned with the diversity plan’s outcomes, metrics, values, and priorities. Diversity plans often engage HR departments and officers to ensure that hiring practices are equitable, and that fair compensation structures are equitable. Halpin recommends ensuring “accessibility in all policies and processes to accommodate different needs and backgrounds.”
5. Implement and Sustain Your Comprehensive Diversity Plan
Ongoing Education and Training
Diversity and inclusion are, in fact, ongoing learning processes. Regular unconscious bias training, cultural competency, and inclusive leadership must be a requirement throughout the organization. Ongoing training supports individuals and organizations in developing a deeper understanding of diverse perspectives, histories, and systemic issues related to race, equity, and inclusion. This is essential for fostering environments that are inclusive and equitable.
Promote Accessibility and Inclusion
Your workplace should be accessible to all, free from othering due to a person’s abilities or identity. Making physical environments accessible is one step, but you also need to consider cultural practices and diverse ways people prefer to communicate in everyday operations. Implementing universal design principles ensures that all physical spaces are designed to be accessible to people with disabilities. This includes ramps, elevators, wide doorways, and accessible restrooms. When we design physical spaces for accessibility, a ramp benefits not only someone in a wheelchair but also a father pushing a stroller or a harpist moving their instrument into a concert hall. The principle of universal design can be used to curate policies and practices in organizations and extend beyond designing for physical access. True universal design acknowledges the principle that when we design or create systems with inclusive practices in mind, all individuals benefit.
By addressing both physical and cultural aspects of accessibility and inclusion, organizations can create a workplace where all employees feel valued, respected, and empowered to contribute fully and authentically.
6. Measure Progress and Make Adjustments
To ensure any diversity plan is comprehensive and effective, it is important to measure the progress of your diversity plan consistently. Certain key metrics, such as whether the makeup of your workforce is diversifying or whether employee satisfaction is improving, may indicate the efficacy of your plan. Organizations must solicit feedback from employees and be willing to make adjustments. Diversity and inclusion are ongoing processes that require “constant reflection and modification” .
Conclusion
Creating a comprehensive diversity plan is much more than checking a box; it’s a long-term commitment to fostering a workplace where all voices can be heard and valued. By laying a sound foundation, an organizational audit, and clear and actionable steps, an organization can build a solid culture of inclusion-one that fuels innovation and growth. It is important to understand that the journey toward greater diversity and inclusion is ongoing, requiring adaptability and openness to change . If you need help in your journey or creating a comprehensive diversity plan, please know that Equity Sings here for you!
