In the wake of the social justice movement and COVID-19, many organizations took action to improve inclusive practices, discuss social issues and support employee activism at work and in the communities they serve. But most did it without a strategic plan; a blueprint for a comprehensive approach toward becoming a more diverse, equitable and inclusive organization.
DE&I is unique as a business driver because it often involves significant culture change. DE&I has suffered from lack of executive-level leadership — critical for culture change — and the absence of a comprehensive approach. Only about 35% of organizations employ a DE&I strategic plan or even a set of short-term and long-term DE&I goals, Brandon Hall Group research shows.
In a survey of HR professionals involved with DE&I in their organizations, respondents were far more likely to say a strategic plan is important than they were to have an effective one.
Lack of leadership and strategic planning for DE&I created a disconnect between its high level of importance and the impact of DE&I on the business. For example, less than one-third of organizations address pay transparency issues by gender and race/ethnicity, have a diverse talent pipeline or a leadership group that reflects the composition of the workforce, according to Brandon Hall Group research.
For DE&I to have significant business impact, there must be an organization-wide mission, vision and strategy. Key questions organizations should address include:
- What are the functions of a DE&I strategic plan?
- How do we create an organization-wide strategy around DE&I aligned with key business objectives?
- What are the key components of a DE&I strategic plan?
DE&I requires a holistic approach. It starts with developing and communicating strong values, building a robust talent strategy, dedication to continuous learning and a commitment to organization-wide engagement.
KEY COMPONENTS OF A DE&I STRATEGIC PLAN
Making the business case. A successful strategic plan must be relevant to the organization’s mission, vision and business objectives.
Commitment and involvement from the top. Business leaders must have the backing and active involvement of leadership, including the CEO.
Vision, Mission and Strategy. This is the “where, what and how” of the plan. Each part should establish timetables for meeting goals and objectives.
Governance. How will the DE&I strategy be run? All stakeholders of the organization should be represented in some way.
Diverse hiring. The plan must define and outline an approach to recruitment and hiring that aligns with the DE&I vision, mission and strategy.
Onboarding. Everyone involved in onboarding new employees must advocate and demonstrate the organization’s DE&I values.
Employee retention. The plan must identify the retention drivers and behaviors needed to retain historically excluded employees.
Training and Development. The strategic plan must show how to provide development opportunities to diverse populations and how everyone will be trained to demonstrate DE&I values and behaviors.
Communication. There must be a detailed plan for communicating the values of DE&I on an ongoing basis across the enterprise, considering different audiences, locations and, when applicable, languages and customs.
Marketing, Advertising, Branding. The plan must include how the diversity, equitability and inclusiveness of the work environment can be marketed as differentiators to provide the organization with a competitive advantage.
Strategic Alliances and Partnerships. The organization must consider resources outside the organization to help drive ongoing DE&I efforts.
Corporate Social Responsibility. Identify how outreach initiatives to diverse communities will be part of the corporate social responsibility strategy.
Customer and Employee Experience. The plan requires goals for how DE&I will improve customers’ and employees’ experience with the organization.
Supplier/Vendor Diversity. Philosophy, strategy and goals for doing business with a wide variety of suppliers and vendors.
Measurement and Accountability. The plan should define how the organization will determine if DE&I efforts have achieved the desired results.
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