Diversity and inclusion is new for us. Where do we start?
The first thing to do is to figure out where you are as an organization and to establish a baseline. This requires a comprehensive look at the organization. Take the time to complete benchmarking exercises available through various best employer applications. These exercises are not purely focused on numbers – they actually focus largely on policies, practices, and programs. You may not rank highly, but the questions being asked and the score you ultimately receive gives you an idea of the types of goals you may need to set in your plan. Additionally, look at your hiring data at each stage of the process, engagement surveys for indicators of belonging, and publicly available data.
We have assessed where we are, and our numbers are discouraging. What kinds of goals should we set?
The goals you set should be both aspirational and realistic. More importantly, they should be tied to the overall strategy of the organization. There is no greater investment in an organization than its people. Your diversity and inclusion strategy should align with and be the foundation of your organization’s growth strategy or strategic plan. Just as any other goals, there should be clear metrics for success and timelines that fit the normal business cycles of the company.