To improve work performance and work climate we will perform a program evaluation and a diversity equity, and inclusion assessment for your company. Specifically related to diversity and inclusion, our main task was to measure current workforce equity, and make recommendations for ways to improve recruitment, retention, and promotion of individuals of color and people with visible disabilities. 

 

Our Strategic Diversity, Equity, and Inclusion Planned Process Includes the Following:  

 

 

 

PHASE 1:

 Discovery and Planning Process:

 

• We will meet with the senior staff to gather detailed information on the organization, on hiring practices, and the equity, inclusion, and diversity challenges faced by the organization. 

• We will conduct research (for example reviewed literature) to determine best workforce practices for the organization. 

• We will organize and launch our equity, inclusion, and diversity planning process with assistance and input from senior staff and with a deep consideration of best practices for the industry. 
  
  PHASE 2:

Gather Data and Assessment Process:  

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• We will gather and analyzed departmental data using surveys (for example, job satisfaction survey among workers in different sections of the organization) and conducted assessments among staff to identify work culture and climate, strengths, gaps, and needs. 

We will interview staff with visible disabilities about existing physical, promotional, and psychological employment barriers. 

PHASE 3:

Strategic Process: 

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• We will present documents contrasting the aspirations of the organization on equity, inclusion, and diversity with findings from our data gathering and assessment.  

• Based on the above, we will develop concrete goals and strategies to resolve existing problems and to improve the organization’s commitment to equity, inclusion, and diversity for the next three years. 
  
  PHASE 4:

Review Plan with Senior Management:

 

• We will share potential solutions to DEI problems with senior management including the following: 

  • The need to create a working environment that is inclusive for everyone. 

  • Implementation of a sense of belonging for people with physical disabilities. 

  • Implementation of inclusive job descriptions narratives in job vacancies advertisement 

  • Implementation of an increase in the percentage of new employees identified as older people.

  • Implementation of an increase in the percentage of new employees identified as older people. 

  • Implementation of an increase in the percentage of new employees identified as people with visible disability people.  

  • Increase in the percentage of current employees identified as older people and people with a visible disability.  

• We will develop a plan of action for onboarding, including assessing accessibility needs such as for computer/technology during orientation. 

  

• We will develop a plan for creating a training protocol for incorporating appropriate communication language for interacting and working with people with and without visible disabilities. 

  

 

• We will provide plans for training, coaching, and in-services for a year. 

 

 

• We will implement a suggestion box for anonymous feedback. 

 

• We will share our implementation plan with senior management and discussed key points of partnership and institutional support to address identified Diversity, Equity, and Inclusion issues. 
  
   
  
  PHASE 5:  

Adopt Plan and Implement Plan: 

 

• We will launch our ongoing DEI work plan with measurable benchmarks and deliverables. 
  
   

• We will also develop ongoing communication on a regular basis with senior staff to advise on the successful implementation of our DEI strategy and our plan’s progress.