Diversity and inclusion strategic plan template

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Diversity and inclusion strategic plan template

California's uniquely diverse demographics, combined with Berkeley's authentic desire to serve and learn from every sector of society, offers the University a chance to craft new models of institutional change. Our goal is to transform UC Berkeley into an equitable and inclusive academy of the highest caliber — one that fully honors the diversity of our students, faculty and staff, expands possibilities for those from underserved backgrounds and communities, and creates new fields of inquiry, knowledge, and exploration, with global reach and implications.

Broaden the creation of ideas and knowledge on equity, inclusion, and diversity, making contributions to the body of scholarship, as well as to the campus and society. Create and sustain a healthy campus climate by providing the conditions necessary for all campus community members to feel welcomed, supported, included, and valued by the University and each other.

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Strategic Plan. Birgeneau, Berkeley Chancellor — Departmental Planning Toolkits and resources Sample department plans.This sample policy is designed for a small arts organization. It should also be thoroughly discussed and reviewed by all relevant parties at your organization.

A larger organization might have more policies and stipulations around diversity, inclusion, and equity than the small arts organization example used in this template. Your policy might be one page long or it might be several. It could be a good idea to conduct exercises with employees and a readiness checklist before preparing your diversity, inclusion, and equity plan.

Reference to the sample organization used in this template will be denoted as [arts organization]. General Assembly provides detailed information on the differences between these terms. The results are summarized below. Diversity is the presence of difference within a giving setting. In this case the workplace is the setting and the differences typically refer to identity like race and gender, and sometimes ethnicity, religion, nationality, or sexual orientation.

They can bring diversity to a group though. Diversity is about a collective or a group. Inclusion is being asked to dance.

Diversity And Inclusion: A Beginner’s Guide For HR Professionals

Equity is an approach that ensures everyone has access to the same opportunities. Diversity and inclusion are both outcomes. Equity is not.

diversity and inclusion strategic plan template

It refers to the process an organization engages in to ensure that people with marginalized identities have the opportunity to grow, contribute, and develop. Taking a stand by putting a policy in place is not enough. This is not a solution to the problem, but rather a starting point for your organization. These conversations should be organization-wide though; starting with the board and leadership, all the way down to employees and maybe even volunteers depending on your organization.

Here are some suggestions for who should be involved with creating and upholding the plan everyone should participate in its implementation :. Again, no right or wrong answer. But at the end of the day, you should only include goals and action items in your plan that you will actually strive to uphold and accomplish. Otherwise your policy is just empty words. Live out your diversity, inclusion, and equity plan in your organizational values. Here are a few suggestions of points to include in your policy:.

Make your job postings more inclusive, and people will know you really live your statement and values.Members may download one copy of our sample forms and templates for your personal use within your organization.

Neither members nor non-members may reproduce such samples in any other way e. Employers use diversity and inclusion initiatives for both compliance obligations and to increase the overall bottom line with a more diverse workforce.

diversity and inclusion strategic plan template

Developing a diversity and inclusion initiative involves four main phases:. The following nine steps break down these main phases into action steps employers can take to develop a diversity and inclusion initiative. Employers must first know what their workforce looks like compared with the labor market. By capturing data on employee demographics, an employer is better able to understand the diversity of its employees and identify any areas of concern or trends. If so, an employer may have to track its own data on these categories over time and determine what need for change may exist.

Demographic data may include the following:. Multiple resources are available to capture these data. Some employers may already have much of this information available in their HRIS system from affirmative action plans and EEO reporting obligations. However, most employers will need to survey their workforce through voluntary self-identification to obtain additional data such as religion and sexual orientation.

If this is the case, an employer may want to use a third party or survey technology to capture information that will be reported in aggregate without identifying information.

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In addition, it would be useful to gather information about the current company culture regarding diversity and inclusion. Again, surveying employees can help shed light on their perception of the company in relation to encouraging and appreciating diversity in the workplace.

See Diversity Survey. Nontraditional differences such as personality traits or life experiences can also be measured. Employers can conduct personality testing of the workforce or include open-ended questions on employee surveys to collect information regarding life experiences or other information employees may want to share about themselves. Once data are collected, underrepresented areas can be identified.

To do so, employers should begin with a high-level review of demographics such as age, sex and race representation, and then continue to drill down by location, department, position, etc. Identification of underrepresented areas can include questions such as:.The intent was to develop a leading-edge, living road map for incorporating diversity and inclusion in VA based on the best practices in the public and private sectors. Veterans Crisis Line: Press 1. Complete Directory.

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diversity and inclusion strategic plan template

Training Resources Resources for Senior Leaders. Email Address Button to subscribe to email. About ODI. Reports Archive. Special Emphasis. Training Resources. Diversity Council.

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Site Index. Contact ODI. Our Teams. Meet Our Staff. Workforce Analysis Team. Customer Experience Strategy Team. EEO and Unlawful Discrimination. Legal Authorities. Executive Orders. Other Guidance. Special Observances Authorities.We commit to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socio-economic status, language, culture, national origin, religious commitments, age, dis ability status and political perspective.

We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and will not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, veteran or familial obligations.

We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion.

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We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities. We believe that organizational diversity and an inclusive, equitable environment improves our ability to carry out this mission and enables us to attract the best talent to do so.

In fallthe vice president for research announced to all UMOR units that a diversity, equity, and inclusion strategic plan would be devised in accordance with guidelines and timelines set forth by the Office of the President. The planning lead convened a meeting with all unit directors or their representatives in October, requesting input from all.

The Importance of a strategic plan and diversity, equity, and inclusion efforts

Based on that input, the planning lead distributed data inquiry questionnaires to all UMOR unit leaders in December The planning team began meeting at the end of January to analyze data for trends and commonalities amongst UMOR units. This was a particularly important process since the Office of Research is made up of a wide range of units with different sizes, focus, and staff composition. The strategic plan is an umbrella instrument for each unit to take and use as a guiding framework to develop and adapt local efforts.

A draft strategic plan was assembled and was reviewed and discussed by the VPR and his management team on 2. After 2. The plan was finalized in March Listing of all staff within UMOR units, including part- and full-time employees numbers in parenthesis :.

Variations between units and amongst different employee groups are substantial, however, numbers are too small for significant comparisons on a unit-by-unit basis. Moreover, for some UMOR units, creating environments that are diverse, equitable and inclusive have been central to their mission from their inception.

Other units are keenly aware of what is needed to create a more diverse, equitable and inclusive environment, and all units can be better supported through centralized UMOR resources. End of Year 1: A systematic review of websites and communications for promotion of DEI goals was conducted. ORSP staff reviewed pages of their website, email communications, all other digital materials, such as videos and invitations, and all their print materials.

They created a work plan to improve the ADA compliance of their website, as well as to supplement their stock photography account images with more inclusive images. ORSP also is working to improve signage and accessibility of events without infringement on major religious holidays.However, it is quite uncommon that these initiatives culminate in lasting institutional change that goes beyond achieving often limited and frequently short-lived victories.

John A. The University of Texas at Austin fosters an environment of excellence in education, research, and public service by creating and supporting an inclusive campus that promotes diverse people and perspectives. By diversifying the faculty, students, and staff and advancing initiatives to create a more inclusive campus culture, University colleges and schools will better reflect the globalized society that the University serves, while also increasing democratic outcomes for graduating students including greater citizenship engagement and cross-cultural understanding.

In order to achieve systemic change, the University must embed transformational change within all academic and administrative units across campus. The Office for Inclusion and Equity Diversity Planning Tools provide an overview of an established diversity planning process piloted with the College of Fine Artsas well as specific tools for achieving a more inclusive teaching, learning, research, and work environment.

The overall process and resources outlined in this document provide opportunities for customization, with the guidance of the Office for Inclusion and Equity. At every step along the way… the Division of Diversity and Community Engagement provided the steady guidance and facilitation that made that process possible. In conducting strategic diversity planning within your academic or administrative unit, you will:. The following steps can be adapted to fit the needs of individual colleges, schools, and administrative units.

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In this stage, units will gather information related to equity and inclusion with the guidance of appropriate university offices. For more information on diversity planning, contact the Office for Inclusion and Equity at Word documents for the planning tools and templates are available upon request.

Call or email equity utexas. Visit our staff page or our office at SSB 3. Skip to primary navigation Skip to main content Skip to footer.

Interested in learning more about successful diversity planning models both here at UT Austin and at peer institutions? Need advice on how to create a diversity and inclusion committee and establish its mission?

Diversity and Inclusion Committee Formation Stage 2. Development of Diversity Planning Process Stage 3.

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Data Collection and Analysis Stage 4. Development of Diversity Plan Stage 5. Footer Contact Us Call or email equity utexas. Office of Inclusion and Equity.Acknowledging and meaningfully integrating different forms of social difference — such as race, gender, sexual orientation, or even age — is a multi-dimensional, tiered puzzle with myriad interconnected parts.

When considering the various pieces that make up a successful diversity and inclusion initiative in the workplace, how do you solve the puzzle and ensure that all of the pieces fit together seamlessly? What shape should the initiative take? Which strategies can firms of any size implement?

Creating a Plan for Diversity and Inclusion: A Step-By-Step Guide for Your Firm

How do you set up a successful program your firm will embrace? There are many questions to consider. This article will address how to build a sound diversity and inclusion program from start to finish. Get a program or strategy off the ground by pitching it carefully. Apply this knowledge to your pitch strategy. For example, two different companies delve into diversity and inclusion programs:.

Meanwhile, says Reeves, Company B receives an overwhelming majority of positive feedback. A segment of firm leadership had enough conversation on the topic and motivated others to take action.

Where should a law firm direct its energy when creating a diversity and inclusion program? What strategies and measures are popular and will be successful for a firm? Additionally, several ALA members and member firms of all sizes were interviewed to share their best practices.

Almost 90 percent of MCCA reporting firms maintain a diversity-specific committee.

diversity and inclusion strategic plan template

The committed participation of firm leadership provides authority to the group and its objectives. Otherwise, firms risk not moving forward on their diversity goals. MCCA data illustrates that a greater number of firms meet frequently, predominately quarterly. Theresa Cropper, Chief Diversity Officer at Perkins Coie, notes that a diversity staff position will save the firm money by freeing attorneys to work on client matters.

There is another reason to professionalize the position. Sixty-two percent of ALA firms surveyed for this article have a diversity statement on their website and 55 percent list diversity as a core firm value. But clients are increasingly looking beyond statements. What are the ways your firm can do more?


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