What are some strategies for creating inclusive policies and practices?

The data should also include a comparative analysis. Companies need a baseline to understand the state of diversity, equity, and inclusion. You need a tool like Inclusology to show you how you compare to other companies across industries. And don’t forget to be solutions oriented and help companies solve growth areas and don’t just diagnose the problems.

Goals should be both long term and short term and realistic. Remember it’s ok to create priorities but they should be based on your biggest pain points first.

Here are some tips for Defining D&I Goals. Gather data and insights on the current state of diversity and inclusion within the organization. Consult with leadership, employees, and external experts to identify areas for improvement and set realistic goals. Align D&I goals with the organization's overall strategic objectives and budget. Communicate D&I goals clearly to all employees and stakeholders. Regularly review and update D&I goals as the organization evolves and the landscape of diversity changes.

Engaging diverse employee populations is vital in creating a thriving and productive work environment. Through building senses of inclusion and belonging among their workforces, organizations can harness all their talent for innovation, creativity, and enhanced decision-making processes.

Systemic and structural barriers are obstacles which collectively impact one group more than another and create or perpetuate stark disparities in outcomes, like policies, practices, or norms that favor advantaged groups while disadvantaging marginalized ones. Tackling systemic and structural barriers requires taking a multipronged approach involving both personal and institutional changes to address them effectively.

It would be lovely for all enterprises to practice what they preach, and put the policies into practice internally to retain and develop staff with challenges, instead of treating their disabilities, indigenous culture and lgbtg communities as ticking off boxes to obtain funding and target markets for sales.

It is essential to celebrate and share successes. People want to know that you care and one way to do that is show them by celebrating.

No matter your organisational diversity profile, your philosophy needs to reflect a human rights perspective that demands respectful and inclusive behaviors. A human rights perspective means that, humans in your organisation are owed respect, and are provided with the safety to be, to learn, to contribute and to challenge, with and from each other. The dynamics that diversity creates can add complexity and requires guiding principles that enable agile and bespoke responses at the interpersonal, team and organisational level. This ensures people can safely navigate differences, negotiate ways of being, solve problems and unleash creative potential.