1. Ensure alignment with business strategy
The strategy and underlying business case for promoting diversity and inclusion need to be aligned and measures supporting specific business priorities articulated.
2. Have a clear direction, ownership and tone from the top
Executive teams set the tone for the organisation and ensure diversity and inclusion are recognised as business priorities. This requires more than just statements of intent. Give someone in the leadership team the job of making it happen and hold them to account.
3. Set realistic objectives
Identify the headline diversity and inclusion objectives that are most important to your business and shortcomings most in need of addressing.
4. Turn objectives into an action plan for delivery
Translate your headline objectives into an action plan that sets out measurable goals and how they will be achieved.
5. What gets measured, gets done
To support the action plan there should be appropriate data, analytics and tracking to gauge progress, target intervention and drive accountability.
6. Tell it how it is
Ensure transparent communications that don’t just publicise strengths but focus on plans for addressing deficiencies and progress too.