The success of a DEIA Strategic Plan relies on gaining buy-in and maintaining support throughout the organization. Leadership should champion the DEIA initiative and secure grassroots support at all levels.
● Establish a work environment where all identities can thrive.
● Make DEIA a foundational value for organizational excellence.
● Incorporate DEIA into all unit and department-wide activities.
● Highlight DEIA through events and experiences.
● Implement rigorous measures for monitoring and measuring progress.
● Incentivize DEIA efforts through diverse recruitment and retention.
● Align DEIA with the organization's budgeting process.
Internal and External Stakeholders
● Begin building buy-in with executive leadership. The work of building buy-in for DEIA engages all members of the organization, including internal staff and external stakeholders. However, to be effective, the process must start with executive leadership.
● Engage staff and stakeholders regularly to maintain support. Building buy-in is critical at the onset of developing and launching a DEIA Strategic Plan but it doesn’t end there. Maintaining buy-in is an ongoing process. Engaging your staff and stakeholders regularly will help ensure continuing support, especially for periods or needs that are particularly challenging.
● Top-down support is crucial for DEIA success.
● Engage every member of the organization for diverse perspectives.
● Create a Diversity Engagement Group with leadership and stakeholders to drive change.
● Establish DEIA leads in various units for consistent focus.
● Develop a substantive and clear planning process.
● Model inclusive approaches for engagement, decision making, and communications.
● Create a flexible planning process capable of evolving.
● Gather feedback from staff, customers, and partners.
● Conduct a Diversity Assessment to understand demographics and gather input.
● Implement a DEIA Training Program for all employees.
● Attract and retain a diverse workforce with inclusive initiatives.
● Provide resources for employee support and professional development.
● Foster a culture of inclusion and review policies for equity.
● Establish an annual reporting process for progress and objectives.
● Use metrics to track departmental objectives and progress and create a shared dashboard for communication and mutual accountability across departments.
● Develop a Central DEIA Progress Report for transparency and accountability.
● Track demographics and climate data with regular surveys.
● Measure progress through impact evaluation and cultural shifts.
● Gain an understanding of accessibility and its importance.
● Assess current practices for barriers and gaps.
● Set measurable goals for accessibility within DEI objectives.
● Include individuals with disabilities in the planning process.
● Provide comprehensive training to all employees.
● Align policies and guidelines with accessibility requirements.
● Incorporate accessibility principles early in design and development.
● Make digital platforms accessible according to WCAG guidelines.
● Establish a formal accessibility policy and procedures.
● Measure and evaluate progress regularly.
● Foster a culture of inclusion and collaborate with advocacy groups.
Key Reminders:
● Visible leadership from the top is essential for DEIA success. When leaders are on board, they can model for all staff what prioritizing DEIA looks like
● Gain buy-in from all levels and create new allies.
● Remember that deep institutional change takes time.
● Ensure DEIA initiatives align with the organization's culture.
● Reinforce DEIA behaviors through the budgeting process.
● Maintain accountability by monitoring and tracking initiatives.
By following these steps and key reminders, we can build a stronger, more inclusive organization. Let's work together to make DEIA a core value and promote equity and accessibility for all.
