CEO Message:

Our organisation is striving to create an inclusive workplace where everyone feels valued and respected because of their difference – a place where every employee can be themselves so they can reach their potential and help us achieve our business goals.

We want our business to be innovative and productive so we can deliver the best products and services to our customers and we need diversity to help us achieve this. The more we collaborate and value difference the closer we get to living in a truly inclusive community.

This diversity and inclusion strategy provides us with a road map to create an inclusive workplace. To help us achieve this, we need the commitment of every employee to understand what we are trying to achieve, to work together and be open to change. This strategy is everyone’s responsibility and I encourage you to get involved.

Vision:

To have a respectful and supportive workplace that enables us to attracted and retain a diverse workforce that represents our customers and community.

Purpose:

This strategy is a two-year plan to help us achieve our business and people goals. It provides a shared direction and commitment for the organisation so we can work together to respect and value our diverse workforce and build a more inclusive workplace.

It comprises of three key goals and identifies the priorities and actions we will take over the next two years. It outlines the key roles and responsibilities and how we will track progress and measure success.

Goals:

  1. Workforce Diversity – Recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective
  2. Workplace Inclusion – Foster a culture that encourages collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention
  3. Sustainability and Accountability – Identify and breakdown systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results

Plan:

Goal:
Workforce Diversity

Objective:
Recruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective

Actions: 
1. Advertise roles in a broad range of publications (Accountability: Human Resources)
2. Ensure a diverse range of candidates are represented at shortlist stage (Accountability: All Hiring Managers)

By When: 
Quarter 1

Measuring Success:
Increase in the representation of diverse employees

Goal:
Workplace Inclusion

Objective:
Foster a culture that encourages collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention

Actions: 
1. Provide inclusive leadership training for managers (Accountability: Senior Leadership Team)
2. Establish employee advocacy groups(Accountability: Senior Leadership Team)

By When: 
Quarter 4

Measuring Success:
All managers participate in inclusive leadership training.
Three employees advocacy groups are established.

Goal:
Sustainability and Accountability

Objective:
Identify and breakdown systemic barriers to full inclusion by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results

Actions: 
1. Review policies and practices to identify and remove systemic barriers to inclusion   (Accountability: Human Resources)
2. Implement a key performance indicator (KPI) for diversity and inclusion for all employees (Accountability: Senior Leadership Team)

By When: 
Quarter 3

Measuring Success:
All policies and practices are reviewed and updated.
KPI is implemented into all employees performance plans.

Roles and Responsibilities:

All employees have the responsibility to maintain an environment that is safe, respectful and productive. Everyone has the right to be treated fairly within the workplace in an environment that recognises and accepts diversity.

We can all contribute by participating in workplace diversity and inclusion activities and opportunities and complying with all anti-discrimination and workplace diversity legislation.

Managers and supervisors can contribute by displaying a positive commitment to workplace diversity and inclusion, being role models, fostering an inclusive workplace culture, dealing quickly and effectively with inappropriate behaviour and participating in diversity training and encouraging team members to attend.

The success of the strategy is dependent upon the support of everyone in the department. Everyone has a responsibility for contributing to a culture which supports and values diversity and inclusion.

Communication Plan:

Audience:
Employees

Key Message:
Diversity & Inclusion strategy, programs, events, training, volunteering, success stories, key data on diversity progress, key days of significance

Communication Channel:
Direct Emails, Newsletters, Intranet, Internal Training

Audience:
Potential Employees

Key Message:
Diversity & Inclusion vision, specific objectives, employee reference groups, awards/recognition, policies, CEO testimonial/commitment

Communication Channel:
Industry blogs, Recruitment websites, Business’ website, Recruiters, External publications

Audience:
Customers and Shareholders

Key Message:
Diversity & Inclusion vision, awards/recognition, data on diversity progress

Communication Channel:
Business’ website, Annual report, External publications

Evaluation Methodology:

The effectiveness and achievement of our goals for diversity and inclusion will be reviewed and reported on quarterly. The report will be provided to the CEO and the executive team. The review will focus on the implementation of the actions, the progress made and successes. It will also identify any adjustments required to improve effectiveness.

The evaluation will include:
• A qualitative assessment of progress or achievement of the actions
• A quantitative assessment of the impact of the strategy on employee perceptions and experience of the culture of the organisation

The outcome of the evaluation and review will guide the development of further action plans.

Writing a diversity and Inclusion Strategy – For Leaders

What is it?

Fundamentally, a diversity and inclusion strategy is a document outlining an organisation’s plan to achieve its diversity and inclusion goals. It’s a means of achieving the goals of creating a respectful and supportive workplace that attracts and retains a diverse workforce.  It leverages existing diversity and builds greater diversity to help meet the needs of the organisation, employees, customers, and community.

2020 – The Year of Diversity and Inclusion

We’ve all seen the articles, the posts, the clips and yes, even the memes. Let’s Restart 2020, or press fast forward and get us into 2021 already.

We’ve seen the detrimental impacts of COVID-19, and the unevenness to people from a range of different groups (yes, the impact has been much worse for women, for people of colour, for people with disability, just to name a few).

Facilitation Guide – Diversity and Inclusion Strategy

When to use this guide:

When you want to build a great D&I Strategy and create an inclusive working environment where diversity is valued, and everyone feels they belong. If it’s time to move on from posters and statements to actions, then this guide is for you.