What are some strategies for creating inclusive policies and practices?

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Inclusive policies and practices are essential for creating a culture of diversity and equity in any organization or community. They help to ensure that everyone feels valued, respected, and empowered to contribute to the common goals and vision. However, creating inclusive policies and practices is not a one-time event or a checkbox to tick. It requires ongoing commitment, collaboration, and learning from different perspectives and experiences. Here are some strategies that can help you to create inclusive policies and practices in your context.

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1 Assess the current situation

Before you can design and implement inclusive policies and practices, you need to understand the current state of diversity and equity in your organization or community. You can use various tools and methods to collect and analyze data, such as surveys, interviews, focus groups, audits, benchmarks, and indicators. The data should cover both quantitative and qualitative aspects, such as demographics, representation, participation, satisfaction, feedback, barriers, opportunities, and outcomes. The data should also reflect the voices and views of different stakeholders, especially those who are marginalized or underrepresented.

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Cheryl Ingram

“DEI Architect | President of Inclusologist | Empowering Equity, Transforming Workplaces”
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The data should also include a comparative analysis. Companies need a baseline to understand the state of diversity, equity, and inclusion. You need a tool like Inclusology to show you how you compare to other companies across industries. And don’t forget to be solutions oriented and help companies solve growth areas and don’t just diagnose the problems.

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2 Define the goals and objectives

Based on the data and insights you gathered, you can define the goals and objectives of your inclusive policies and practices. The goals and objectives should be specific, measurable, achievable, relevant, and time-bound. They should also align with your mission, vision, and values, as well as the needs and expectations of your stakeholders. The goals and objectives should be communicated clearly and transparently to everyone involved, and they should be reviewed and updated regularly to track progress and impact.

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Cheryl Ingram

“DEI Architect | President of Inclusologist | Empowering Equity, Transforming Workplaces”
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Goals should be both long term and short term and realistic. Remember it’s ok to create priorities but they should be based on your biggest pain points first.

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Melvyn Smith Jr., MBA

Director of Diversity and Inclusion | Diversity and Inclusion Certificate
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Here are some tips for Defining D&I Goals. Gather data and insights on the current state of diversity and inclusion within the organization. Consult with leadership, employees, and external experts to identify areas for improvement and set realistic goals. Align D&I goals with the organization's overall strategic objectives and budget. Communicate D&I goals clearly to all employees and stakeholders. Regularly review and update D&I goals as the organization evolves and the landscape of diversity changes.

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3 Engage and empower diverse groups

Creating inclusive policies and practices is not a top-down or a one-way process. It requires the active engagement and empowerment of diverse groups of people who can bring their knowledge, skills, experiences, and perspectives to the table. You can use various strategies to foster engagement and empowerment, such as co-design, consultation, collaboration, feedback, recognition, mentoring, coaching, training, and leadership development. You should also create safe and respectful spaces where people can share their opinions, ideas, concerns, and solutions without fear of judgment or retaliation.

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Melvyn Smith Jr., MBA

Director of Diversity and Inclusion | Diversity and Inclusion Certificate
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Engaging diverse employee populations is vital in creating a thriving and productive work environment. Through building senses of inclusion and belonging among their workforces, organizations can harness all their talent for innovation, creativity, and enhanced decision-making processes.

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4 Address the systemic and structural barriers

Inclusive policies and practices are not enough if they are not supported by systemic and structural changes that remove the barriers and challenges that prevent people from accessing and benefiting from them. You need to examine and challenge the existing policies, practices, norms, and cultures that may create or reinforce discrimination, bias, exclusion, or inequality. You need to identify and address the root causes and the underlying assumptions that may hinder or harm diversity and equity. You need to also ensure that there are accountability mechanisms and incentives in place to monitor and enforce the inclusive policies and practices.

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Melvyn Smith Jr., MBA

Director of Diversity and Inclusion | Diversity and Inclusion Certificate
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Systemic and structural barriers are obstacles which collectively impact one group more than another and create or perpetuate stark disparities in outcomes, like policies, practices, or norms that favor advantaged groups while disadvantaging marginalized ones. Tackling systemic and structural barriers requires taking a multipronged approach involving both personal and institutional changes to address them effectively.

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5 Celebrate and share the successes and learnings

Creating inclusive policies and practices is a continuous journey of learning and improvement. You need to celebrate and share the successes and learnings that you achieve along the way, both internally and externally. You can use various methods to showcase and acknowledge the achievements and impacts of your inclusive policies and practices, such as stories, testimonials, case studies, awards, events, publications, and media. You can also use the successes and learnings to identify the gaps and areas for improvement, and to plan and implement the next steps and actions.

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Tiana Jaric

Brand Experience | Design Systems | Creative Strategy | Communication Design | Signage & Wayfinding
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It would be lovely for all enterprises to practice what they preach, and put the policies into practice internally to retain and develop staff with challenges, instead of treating their disabilities, indigenous culture and lgbtg communities as ticking off boxes to obtain funding and target markets for sales.

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Melvyn Smith Jr., MBA

Director of Diversity and Inclusion | Diversity and Inclusion Certificate
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It is essential to celebrate and share successes. People want to know that you care and one way to do that is show them by celebrating.

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6 Adapt and innovate to the changing needs and contexts

Creating inclusive policies and practices is not a static or a fixed process. It requires constant adaptation and innovation to respond to the changing needs and contexts of your organization or community. You need to be flexible and agile to adjust and modify your inclusive policies and practices according to the feedback, data, evidence, and best practices that you collect and evaluate. You need to also be open and curious to explore and experiment with new and creative ways to enhance and expand your inclusive policies and practices.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Dr Carolina Bouten-Pinto
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No matter your organisational diversity profile, your philosophy needs to reflect a human rights perspective that demands respectful and inclusive behaviors. A human rights perspective means that, humans in your organisation are owed respect, and are provided with the safety to be, to learn, to contribute and to challenge, with and from each other. The dynamics that diversity creates can add complexity and requires guiding principles that enable agile and bespoke responses at the interpersonal, team and organisational level. This ensures people can safely navigate differences, negotiate ways of being, solve problems and unleash creative potential.

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What are some strategies for creating inclusive policies and practices?

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1 Assess the current situation

2 Define the goals and objectives

3 Engage and empower diverse groups

4 Address the systemic and structural barriers

5 Celebrate and share the successes and learnings

6 Adapt and innovate to the changing needs and contexts

7 Here’s what else to consider

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