How to write a diversity strategy

Overview

A diversity strategy is a long term plan which includes goals and objectives for improving how an organisation manages diversity. The most effective strategies are written in a way that the delivery of the objectives becomes the responsibility of all employees. This approach helps to make sure that diversity is effectively embedded throughout the organisation. This section outlines how you can go about establishing a diversity strategy, as well as how to make it sustainable over the longer-term.

What do I need to know?

In order to be effective, a diversity strategy should take into account where your organisation currently is on its diversity journey before you think about where you need, or would like, to be. Conducting a diversity audit, therefore, is a key step before you write your diversity strategy. If you are not planning to audit, you should make sure that you have a very clear understanding of your organisational needs regarding diversity, perhaps through some other source such as employee staff survey results. 

It is ineffective to simply build your strategy around what you personally think is happening, or what has happened in a few incidents across the organisation. This tends to lead to short-term solutions rather than embedded change. It also runs the risk of failing to fully understand the issue and is less likely to be supported by employees who feel they have not had the chance to have their say about what the organisation needs to do. 

There are a number of key elements in developing a diversity strategy:

• Organisation vision
• Senior management commitment
• Auditing and assessment of needs
• Clarity of objectives
• Clear accountability
• Effective communication
• Co-ordination of activity
• Evaluation