Goals and Objectives

Short-Term Goals: Increase new hires' diversity by 10% in one year.
Long-Term Objectives: Build a leadership pipeline with 50% underrepresented groups in five years.

Strategies and Initiatives

Recruitment & Hiring: Partner with diverse talent organizations, unbiased job descriptions.
Training & Development: Launch unconscious bias training, mentorship programs.
Retention: Foster ERGs, conduct inclusion surveys.
Leadership Accountability: Tie leadership performance to diversity metrics.

Communication Plan

Internal: Regular updates on initiatives to employees.
External: Share commitments publicly on the company’s website/social media.

Monitoring & Evaluation

Metrics: Track KPIs (e.g., diverse hires, retention, employee satisfaction).
Feedback: Gather employee input regularly.
Annual Report: Publish progress and new goals.

Budget and Resources

Allocate funds for training, ERGs, and technology.
Identify software/tools to monitor diversity metrics.

1

Focus on education and awareness, as well as recruitment efforts.

2

Expand initiatives to include mentorship and leadership programs.

3

Reassess progress and set new targets.

Recruitment strategy review

Blind recruitment implementation

Unconscious bias training launch

Employee resource groups launch

Inclusive leadership training

Mentorship program launch