Areas of Practice
Roadmaps for Organizational Diversity Strategy“Our Pragmatic Approach”
AAG Roadmaps guide the planning and implementation processes for organizational diversity strategy. A developmental, planning, and data-based tool, the Roadmap demonstrates how diversity strategy involves phases and essential practices to arrive at desirable and sustainable goals/outcomes.
The phases are as follows:
The Roadmap is customized for each organization.
*see Assessing Equity Gaps in the Workplace
Roadmaps for all
change-oriented strategies are available for customization including:
Culture Change Roadmap
for Racial Equity
Roadmap for Research
through a EDI Lens
Climate Scorecard &
Assessment Roadmaps
Community Engagement Roadmap
Roadmap for organizational vision, mission, and values
Roadmap for Client/Patient Care
1. Clarifying motivators to
address EDI and desired outcomes:
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- Describing the business case for the DEI Strategy.
- Identifying and increasing retention of talent.
- Seeking additional ways to connect with your consumer base.
- Elevating the reputation of your company as a more inclusive workplace?
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2. Executive Leadership alignment:
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- EDI self-discovery
- Building consensus
- Agree on a shared vision
- Define what the desired outcome will look like
- Articulate accountability
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3. Climate and culture scorecard and
assessments:
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- Data-gathering through surveying, focus groups, and interviews.
- For example, are you creating inclusion and a sense of well-being?
- Through cross-tab analysis, we can find out the following by gender, race, positionality, department, and age:
> Are specific employee groups experiencing microaggressions?
> Are all employees groups feeling like they are being heard?
> Are specific employee groups feeling marginalized?
> To what extent does the organization provide a welcoming and inclusive environment in-general?
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4. Equity Audits:
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- Conduct workforce analysis
- Scorecards for equity attending to hiring, advancement, and retention practices
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5. Planning for outcome-based
strategies using scorecard
assessment findings:
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- Planning: Identifying areas for desired change and improvement
- Finding gaps
- Workforce analysis (Above)
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6. Implementing strategies:
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- Professional development
- HR policy changes
- Executive coaching
- Affinity groups
- Communication plans both internal and external for transparency
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7. Measuring for impact:
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- Identifying changes in EDI strategy—desired goals and outcomes
- Identifying behavioral changes specific to microaggressions
- Identifying changes to HR policies and practices
- Hiring, advancement and retention of underrepresented employees
- Identifying new leadership appointments with authority and purview
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