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Diversity & Inclusion Program

How to create Diversity Inclusion programs?
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A complete guide to Diversity & Inclusion Programs

In this article, you will learn:

  • How to create a Diversity and Inclusion Program Strategy?
  • How to Operationalize your Diversity and Inclusion Program?
  • How to Implement your Diversity and Inclusion Program?
  • How to Get Buy-in for your Diversity Inclusion Program?
  • How to Develop a Diversity inclusion communication plan?
  • How to Evaluate your Diversity, Inclusion Program?

OK. Let’s start!

Creatin a Diversity & Inclusion program strategy

When creating a strategy for D&I program, you will need to:

  • Define the need
  • Set a goal
  • Measure change

It is important to know that setting a goal is the most important factor in changes. There are at least two types of goals you can set, demographics and cultural goals.

Demographic Goals

It is relatively easy to set Demographic goals, for example, you want to set a certain percentage of the employee to be an ingenious person, or a visible minority. You can also set goals for promotions such as 30% of female mid-level managers.

You can also set a goal to get your company on the “Best company to work for” list. Other goals can be outcomes related such as a 30% increase in our engagement scores.

Another type of goal is training goals such as % of an employee who participates in a volunteerily training program.

An example of a culture goal is 80% of employees adopted a cultural change or style of work.

Integrate Diversity and inclusion in recruitment

Improving recruiting and selecting talents is a first step to operationalize D&I programs. First, you can tell your potential candidates that you care about diversity in your job descriptions. Look for younger generations as well since younger generations are usually more diverse. you can capitalize by taking advantage of student programs like an internship.

Third, recruiting from outside of your existing network. You can find ways to introduce the new network and be open-minded. Of course you have to look for applicable skill sets.

Integrate Diversity and inclusion in Talent Selection

  • You can eliminate Bias by setting criteria and identify what is important first. The standard should stay and ignore other factors that could lead to bias.
  • Second, based on your goal, ensure you have similar diversity on your shortlist. It is a way to make sure you have chances to evaluate other than a screening exercise.
  • Third, Ensure your interviewers are also diverse
  • Fourth, be open-minded and choose an applicant with a new perspective.

Develop Diversity Inclusion training, Culture and promotions

To develop D&I Program, you will have to communicate the values by doing two things:

  1. Ensure that work gets distributed equally based on needs and accommodations
  2. make sure everyone has the same development opportunities.

Culture is important to an organization. You can begin by creating an employee resource group(ESG), such as LGBT+, indigenous, visible minority, disability and much more.

Buy-in for Diversity Inclusion programs

You need leadership buy-in to get any change going. There are certain steps you can consider. First, you can gather employee support to diversity, inclusion and belonging programs. Once you get a critical mass on the need and having the leadership to understand the values. It is much easier.

Second, make sure your ERG(Employee Resources group) is promoting themselves. Having a group that nobody knows about is not very helpful.

Third, find opportunities to share and expose all the hard work to senior leadership. Start with a supervisor or someone higher up.

Equity, Diversity, Inclusion Communication plan

you will need a plan to communicate diversity and inclusion plans. You can start with gaining allies to help to share it by word of mouths, so by the time announcement come out, you will have allies helping and reinforcing your message.

Meetings. Meetings and roadshows are important to share the key message and provide the opportunities to answer any questions from the organization.

Of course, emails, social sharing, memos, and infographics would help to support the communication if needed.

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About the author

Jess Man

Jessica is the Editor-in-Chief and Senior Diversity Advisor at Diversity Social. Jessica has over 10 years of working with and advising employers to be more diverse and create an inclusive working environment.
Jessica's experience spans private and non-profit sectors in multiple industries.
Jessica's expertise experience is beyond Diversity & Inclusion, she is also a certified professional IT recruiter in Data & Analytics, Database administration, Artificial Intelligence area.