SAMPLE DIVERSITY AND INCLUSION STRATEGY

CEO Message:

Our organisation is striving to create an inclusive workplace where everyone feels valued and

respected because of their dierence – a place where every employee can be themselves so they

can reach their potential and help us achieve our business goals.

We want our business to be innovative and productive so we can deliver the best products and

services to our customers and we need diversity to help us achieve this. The more we collaborate

and value dierence the closer we get to living in a truly inclusive community.

This diversity and inclusion strategy provides us with a road map to create an inclusive workplace.

To help us achieve this, we need the commitment of every employee to understand what we are

trying to achieve, to work together and be open to change. This strategy is everyone’s responsibility

and I encourage you to get involved.

Vision:

To have a respectful and supportive workplace that enables us to attracted and retain a diverse

workforce that represents our customers and community.

Purpose:

This strategy is a two-year plan to help us achieve our business and people goals. It provides a

shared direction and commitment for the organisation so we can work together to respect and value

our diverse workforce and build a more inclusive workplace.

It comprises of three key goals and identies the priorities and actions we will take over the next two

years. It outlines the key roles and responsibilities and how we will track progress and measure

success.

Goals:

1. Workforce diversity – recruit from a diverse, qualied group of candidates to increase diversity of

thinking and perspective

2. Workplace inclusion – foster a culture that encourages collaboration, exibility and fairness to

enable all employees to contribute to their potential and increase retention

3. Sustainability and accountability – identify and breakdown systemic barriers to full inclusion by

embedding diversity and inclusion in policies and practices and equipping leaders with the ability

to manage diversity and be accountable for the results

SAMPLE DIVERSITY AND

INCLUSION STRATEGY

Roles and responsibilities:

All employees have the responsibility to maintain an environment that is safe, respectful and

productive. Everyone has the right to be treated fairly within the workplace in an environment that

recognises and accepts diversity.

We can all contribute by participating in workplace diversity and inclusion activities and opportunities

and complying with all anti-discrimination and workplace diversity legislation.

Managers and supervisors can contribute by displaying a positive commitment to workplace diversity

and inclusion, being role models, fostering an inclusive workplace culture, dealing quickly and

eectively with inappropriate behaviour and participating in diversity training and encouraging team

members to attend.

The success of the strategy is dependent upon the support of everyone in the department. Everyone

has a responsibility for contributing to a culture which supports and values diversity and inclusion.

Plan:

SAMPLE DIVERSITY AND

INCLUSION STRATEGY

GOALS OBJECTIVE ACTIONS ACCOUNTABILITY BY WHEN

MEASURING

SUCCESS

Workforce

diversity

Recruit from a

diverse, qualied

group of

candidates

to increase

diversity

of thinking and

perspective

1. Advertise roles

in a broad range

of publications

2. Ensure a

diverse range of

candidates are

represented at

shortlist stage

Human resources

All hiring managers

Quarter 1 Increase in the

representation of

diverse

employees

Workplace

inclusion

Foster a culture

that encourages

collaboration,

exibility and

fairness to enable

all employees to

contribute to their

potential and

increase retention

1. Provide inclusive

leadership

training for

managers

2. Establish

employee

advocacy

groups

Senior Leadership

team

Quarter 4 All managers

participate

in inclusive

leadership

training

Three employee

advocacy groups

are established

Sustainability and

accountability

Identify and

breakdown

systemic barriers

to full inclusion

by embedding

diversity and

inclusion in

policies and

practices and

equipping leaders

with the ability

to manage

diversity and be

accountable for

the results

1. Review policies

and practices

to identify and

remove systemic

barriers to

inclusion

2. Implement a key

performance

indicator (KPI)

for diversity and

inclusion for all

employees

Human resources

Senior leadership

team

Quarter 3 All policies and

practices are

reviewed and

updated

KPI is

implemented into

all employees

performance

plans

Evaluation methodology:

The eectiveness and achievement of our goals for diversity and inclusion will be reviewed and

reported on quarterly. The report will be provided to the CEO and the executive team. The review will

focus on the implementation of the actions, the progress made and successes. It will also identify any

adjustments required to improve eectiveness.

The evaluation will include:

• A qualitative assessment of progress or achievement of the actions

• A quantitative assessment of the impact of the strategy on employee perceptions and experience

of the culture of the organisation

The outcome of the evaluation and review will guide the development of further action plans.

Communication Plan:

SAMPLE DIVERSITY AND

INCLUSION STRATEGY

AUDIENCE KEY MESSAGES COMMUNICATION CHANNEL

Employees Diversity & inclusion strategy, programs, events,

training, volunteering, success stories, key data on

diversity progress, key days of signicance

Direct emails

Newsletters

Intranet

Internal training

Potential

employees

Diversity & inclusion vision, specic objectives,

employee reference groups, awards/recognition,

policies, CEO testimonial/ commitment

Industry blogs

Recruitment websites

Business’ website

Recruiters

External publications

Customers and

Shareholders

Diversity & inclusion vision, awards/recognition,

data on diversity progress

Business’ bebsite

Annual report

External publications