How do you diversify and include your workforce?

1 Assess your current situation

The first step to diversify and include your workforce is to understand where you are and where you want to be. You need to conduct a thorough analysis of your current workforce composition, culture, policies, and practices, and identify any gaps, biases, or barriers that may hinder your D&I goals. You can use various tools and methods to collect and analyze data, such as surveys, focus groups, interviews, audits, benchmarks, and metrics. You should also involve your stakeholders, such as employees, managers, customers, and partners, in the assessment process and solicit their feedback and perspectives.

2 Define your D&I vision and strategy

The next step is to articulate your D&I vision and strategy, based on your assessment results and your organizational mission and values. You need to define what diversity and inclusion mean for your organization, and how they align with your business objectives and competitive edge. You also need to set clear and measurable goals and targets for your D&I efforts, and assign roles and responsibilities for their implementation and monitoring. You should communicate your D&I vision and strategy to your entire workforce and stakeholders, and ensure their buy-in and commitment.

3 Design your D&I talent acquisition process

The third step is to design your D&I talent acquisition process, which covers all the stages of attracting, sourcing, screening, selecting, hiring, and onboarding diverse and inclusive talent. You need to review and revise your talent acquisition policies, procedures, and tools, and ensure they are fair, transparent, and consistent. You also need to diversify your talent pool and sources, and use inclusive and culturally sensitive methods to reach out and engage with potential candidates. You should also train and educate your talent acquisition team and hiring managers on how to avoid unconscious bias and stereotypes, and how to assess and value diversity and inclusion in candidates.

4 Develop your D&I talent management practices

The fourth step is to develop your D&I talent management practices, which cover all the aspects of retaining, developing, engaging, and rewarding diverse and inclusive talent. You need to create and foster a culture of inclusion and belonging, where everyone feels respected, valued, and empowered. You also need to provide equal opportunities and access to learning, development, mentoring, coaching, and career advancement for all your employees. You should also recognize and reward your employees for their contributions to D&I, and celebrate their diversity and achievements.

5 Evaluate your D&I outcomes and impact

The final step is to evaluate your D&I outcomes and impact, and measure how well you are achieving your D&I goals and targets. You need to collect and analyze data and feedback on your D&I performance, and identify any strengths, weaknesses, opportunities, or challenges. You also need to report and communicate your D&I results and progress to your workforce and stakeholders, and acknowledge and appreciate their efforts and support. You should also review and update your D&I vision and strategy, and make any necessary adjustments or improvements based on your evaluation findings and feedback.