Diversity And Inclusion Strategic Plan: Six Steps To Take At The Workplace

Diversity and Inclusion in a workplace is an effective means that help businesses fight against prejudice, intolerance, and other forms of discrimination based on personal opinions and assumptions. Also, a typical diversity and inclusion training plan trains the workforce to serve alongside co-workers of diverse ethnicities, skills, or backgrounds. It includes helping employees to accomplish and execute the right mindset regarding unity in the workplace. 

Moreover, diversity and inclusion training in the workplace never remains confined to increasing awareness about various topics. Instead, it further helps a person achieve certain behaviour changes that can benefit prospective communications with co-workers. 

Impact of Diversity and Inclusion Training in a Workplace

Even when modern businesses communicate with various nationalities, given the accelerated globalization, they must interact positively. This problem, which presently holds a pre-eminence, can educate a person at least at a core level regarding the complexities of diverse cultures. 

It implies that the workers cannot make careless judgments about any person’s nationality. Moreover, it warrants that employees can communicate better, understanding something about their cultures, with co-workers. In addition, diversity management is one of the most troublesome impediments administrators and their organizations face. 

Colleagues of various ages, sexes, religions, colour, cultural history and ethnicity are present in today’s workplace. They likewise differ in lifestyles, beliefs, attitudes, preferences, cultures, ambitions, skills, and expertise.

Hence it might not be wrong to say that diversity and inclusion are two crucial components of modern workplaces. These aspects are nothing but the outcome of ages of social or natural union and interaction between entirely diverse people. 

Steps Involved in the Diversity and Inclusion Strategic Plan 

Below are some of the steps required to create a diversity and inclusion strategic plan

  • Establishing goals

All your business policies, including your diversity and inclusion strategic plan, should align with your organizational values. Also, having the ultimate purpose statement explains your organization’s dedication towards your workforce. 

It further enables them to witness the path their co-workers are travelling to and the objectives they are striving to accomplish. Also, apart from establishing goals, you can create a statement declaring what you and your company believe and how you want to work on these things. Next, form smaller goals to help accomplish that purpose.

  • Collect data

After creating a core statement, companies need to understand their employees and tailor their diversity and inclusion strategic plans appropriately. Also, you may need to track your business demographics data over time and incorporate changes when required. 

In addition, the demographic data might involve the factors below:

  • Disability
  • Age
  • Ethnicity/national origin
  • Gender
  • Family status
  • Gender identification or expression
  • Language
  • Generation
  • Life experiences
  • Personality type
  • Organization function and level
  • Physical characteristics
  • Race
  • Sexual orientation
  • Religion, belief and spirituality
  • Thinking/learning techniques
  • Veteran status

This acquired information remains valuable for both the diversity and inclusion plan and the human resource planning. Also, this data usually helps business administrators to know their workforce better and address any requirements and matters timely and more efficiently.

While there are several sources you can employ to accumulate the data from your employees, companies usually administer some extra optional surveys to get self-identification information, such as faith or sexual orientation.

Also, businesses and employers must remain transparent about how they will use this data, or it might lead to mistrust or ambiguity. In addition, this step is vital to make your workforce feel more comfortable with getting exposed as it determines how much you remain dedicated to promoting diversity, equality, and inclusion drives in the workplace. 

Nevertheless, remember that these demographics could never entirely describe every person. Moreover, as stereotypes are harmful to the diversity and inclusion strategic plan, keep revising them regularly. 

  • Identify concerns or needs 

Analyzing concerns or needs is the next vital step to command appropriate explanations. For example, depending on the demographic data and percentage in every division, you might see there is no diversity in religion or sexual orientation. 

Now, this could be due to a trust-related problem in the company. It is another crucial issue as every workplace must make their employees comfortable. Additionally, building a sense of belongingness is not solely a psychological requirement but is necessary to promote engagement and productivity in a company.

  • Cultivate a plan

Diversity and inclusion strategic plan can never be a one-size-fits-all solution to the heterogeneity problem. Therefore, a manageable and individualized approach would be a transcendent approach. Goals in the diversity and inclusion strategic plan must relate to your workers, clients and community.

First, an employee-related purpose could help diversify your recruitment process to hire a more demographically different talent pool. The diversity in the workplace will not happen in one day unless you provide it with an atmosphere to constantly evolve. Nevertheless, the feeling of connection is a long-term method, not just a one-day exercise. 

Second, your brand and its culture remain closely related. The goods and assistance you present to your client portray your belief. Therefore, a client-related goal could be to evaluate your consumers’ demographic data and equip your team to improve communication abilities specific to your clients’ requirements. 

It needs in-house and external crews to operate closely with each other to build a regular model for your business. Ultimately, moving towards the community-related purpose. It could provide volunteer times and supplies to a regional nonprofit organization that assists a diverse population segment.

  • Execute the plan

This step is where you go over implementing your diversity and inclusion strategic plan and get support from your employees. Also, it is vital to listen to their viewpoints and welcome all differences. In addition, you should ask your employees to participate in at least one section of your objectives to accomplish the shared goals.

In addition, it is voluntary but advisable to hold a diverse panel to ensure that your diversity and inclusion plan works evenly within the company and everyone’s opinion stands heard. Also, this panel could provide diversity and inclusion training and carry on discussions with workers. The strategic plans for diversity and inclusion vary from the components the corporation holds for its demographic surveys. 

Usually, each plan holds an action, outcome and individuals (or department) in charge. Hence, try to think of particular activities and the anticipated outcome. 

  • Measure the outcomes and improve

After executing the strategic plan, you anticipate its outcomes. Set an expected result for your employee so you can readily track them along the process. In addition, it is crucial to have a monthly report from your workforce about their pursuits and their content with the initiatives you started. 

Also, outcomes such as the rise in minor groups or positive social reactions should get recorded carefully. Next, analyze the outgrowths to your expected result and make any arbitration promptly. 

Final Words 

A diversity and inclusion plan is never static but a continuous process that aims at fulfilling your workforce’s requirements. Business culture and circumstances need to get sustained over time with the contribution from all workers, administrators, supervisors and even the brand-new hires, not by one or two steps solely from the topmost authority level.

In addition, while implementing this diversity and inclusion strategic plan, keep in mind your organizational growth. You will witness positive outcomes in both the working conditions and the company’s revenue along the way.

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