What is the best way to create a diversity action plan?

1 Assess the current situation

The first step to create a diversity action plan is to understand the current state of diversity in your organization. This involves collecting and analyzing data on the demographic composition, representation, and inclusion of different groups across all levels and functions. You can use various sources of data, such as surveys, interviews, focus groups, performance reviews, and employee feedback, to gain insights into the strengths and gaps of your diversity practices. You should also benchmark your data against industry standards, best practices, and legal requirements, to identify areas of improvement and compliance.

2 Set clear and measurable goals

The next step is to define what you want to achieve with your diversity action plan, and how you will measure your progress and success. You should set specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with your organization's vision, mission, and values. For example, you may want to increase the representation of women in leadership positions by 10% in the next year, or reduce the turnover rate of ethnic minorities by 15% in the next six months. You should also establish key performance indicators (KPIs) and targets that will help you track and evaluate your outcomes.

3 Identify and implement actions

Once you have your goals and KPIs, you need to identify and implement the actions that will help you achieve them. You should consider a range of actions that address different aspects of diversity, such as recruitment, retention, development, promotion, compensation, recognition, communication, culture, and policies. You should also prioritize the actions that will have the most impact, feasibility, and sustainability, and assign roles and responsibilities to the relevant stakeholders. For example, you may want to revise your hiring criteria and processes to attract and select more diverse candidates, or provide training and mentoring programs to develop and empower your existing diverse employees.

4 Monitor and evaluate progress

The final step is to monitor and evaluate your progress and results regularly, and make adjustments as needed. You should collect and analyze data on your KPIs and targets, and compare them with your baseline and goals. You should also solicit feedback from your employees, customers, partners, and other stakeholders, to understand their perceptions, experiences, and satisfaction with your diversity efforts. You should use the data and feedback to identify what is working well, what is not working well, and what can be improved. You should also celebrate your achievements, recognize your contributors, and share your learnings and best practices.

5 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?