Promotions
Expand Diversity Definitions Beyond Race and Gender:
Action 1: Organize training sessions for staff on broader aspects of diversity, including neurodiversity, sexual orientation, and socioeconomic backgrounds.
Action 2: Update company policies and communication materials to reflect a more inclusive definition of diversity.
Align Your Planning with Strategic Goals, as well as Your DEI Goals:
Action 1: Facilitate discussions to align departmental objectives with a diverse talent pipeline and an equitable process.
Action 2: Review and revise company strategic objectives to explicitly include diversity and inclusion as a key decision-making criterion.
Focus on Inclusive Criteria for Talent Identification:
Action 1: Develop a standardized checklist for talent identification that includes diverse life experiences and perspectives.
Action 2: Train hiring managers and succession planning teams on using inclusive criteria when identifying potential leaders.
Promote equitable talent development initiatives:
Action 1: Launch mentorship and sponsorship programs aimed at nurturing talents from underrepresented groups.
Action 2: Implement a communication plan using multiple channels to spread the word about development opportunities.