Speed Read

  • Diversity and inclusion strategies help companies go beyond ad-hoc efforts to promote change and embed inclusion in business processes and cultural norms
  • A robust diversity and inclusion strategy is not an easily templated strategy
  • Promoting an inclusive workplace is the overarching framework of leading companies
  • There are eight key result areas to include in your diversity and inclusion strategy, ranging from leadership, talent management to external supplier principles

For organisations, developing a diversity and inclusion strategy is an opportunity to clearly articulate how current diversity challenges will be addressed over an agreed time period. It’s an opportunity to show how the strategy advances organisational priorities, aligns with values and behaviours, meets customer needs, and helps create the inclusive cultural change we all want to see in workplaces. 

Unfortunately, many companies don’t have a diversity and inclusion strategy in place, relying instead on ad-hoc efforts to achieve change. When this occurs, the chances of achieving long-term progress are narrowed because sufficient consideration isn’t given to ways of embedding inclusion in business processes and cultural norms. 

We’re for more diverse and inclusive cultures

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