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Organization Leadership

Check all areas that apply.

Communicate the mission, vision, values and diversity policies internally and externally.

Develop baseline metrics for evaluating diversity, equity and inclusion.

Set measurable goals, targets and strategies for advancement.

Review and analyze results regularly. Report outcomes.

Apply ample funding and resources for action and accountability.

Measure operations through an inclusion index: Demographics, culture, transparency, training, recruitment, retention and advancement.

Create an inclusive, welcoming work community and culture. This includes gender, race or ethnicity, age, disabilities, national origin, citizenship, marital status, sexual orientation, religion or creed, and any other legally protected status.

Executive Leadership

Require top-level accountability and role-model participation from senior leadership.

Hold all executives, hiring managers and supervisors responsible for diversity priorities and progress.

Request that senior leaders report outcomes and results regularly.

Strive for diverse representation in leadership positions, the board, advisory groups and committees.

Assess top leaders through an inclusion index: Mindset, compassion, emotional intelligence, authenticity and more.

Initiate a ‘Diversity Kicker’ as part of leaders’ and managers’ performance reviews and advancement.

Education & Training

Provide ongoing training and resources on diversity, inclusion, unconscious bias and culturally specific leadership for all employees.

Implement training on ‘managing diverse teams’ for executives, managers and leaders.

Pursue equity and inclusion certifications for company leaders.

Formalize and facilitate coaching and mentoring programs.

Apply an ‘equity lens’ to all policies and procedures.

Encourage Employee Resource Groups (ERGs) to enable employees to connect and share experiences with their coworkers.

Ensure employees have a voice: request employee surveys and feedback assessments regularly.

Hiring

Set high expectations for human resources and hiring managers against unconscious bias and discrimination.

Establish recruitment objectives for attracting and retaining diverse professionals.

Publish a salary range on all public job postings.

Develop objective ‘color-blind’ methods for resume review.

Ensure a diverse hiring panel for job interview candidates at all levels.

Promote internships, fellowships and scholarships to attract, recruit and develop future talent—regardless of background.

Ask employees to sign a Code of Ethics and Equity.

Consider diversity when hiring or collaborating with external vendors, contractors and other stakeholders.

Initiate partnerships with community organizations, nonprofits and schools to reach underrepresented talent.

Offer scholarships and internship opportunities for underserved students.

Advancement Opportunities

Strive for balanced leadership demographics: More employees of color and women in leadership positions.

Create employee retention programs and professional development benchmarks that acknowledge diversity and evaluate all employees on equal grounds. Rely on employee survey responses, ERG input and feedback from exit interviews.

Evaluate compensation for staff at all levels, then take steps toward pay equity and transparency.

Ensure a fair and equitable employee review process for:

1. Job performance evaluations.

2. Performance improvement plans.

3. Compensation: Pay raises, bonuses, rewards and tuition reimbursement.

4. Advancement opportunities: Career and professional development, job assignments, mentorships and continuing education.

Verify company policies and benefits are not restrictive to specific groups (same-sex couples, parents, employees with disabilities, etc).

Conflict Resolution

Reinforce clear policies against bias, micro-aggressions, discrimination, racism and harassment.

Promote practices that support diversity, inclusiveness, fairness, equal opportunity, affirmative action and cultural competence.

Provide a protective, supportive ‘Whistle Blower Policy’ with strict anti-retaliation measures.

Ensure a confidential complaint reporting and conflict resolution process. Consider consulting an objective third-party provider or mediation services.

Take appropriate action to discipline employees who violate rules or commit acts against their coworkers.

Encourage ERGs to testify to specific challenges and opportunities.

Engage culturally-appropriate practitioners, counselors and resources for employees’ experiencing stress, isolation or loneliness.

Conduct a robust off-boarding and exit interview process to gain critical feedback on departing employees’ experience.