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:

          • 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?

2. Executive Leadership alignment:

          • EDI self-discovery
          • Building consensus
          • Agree on a shared vision
          • Define what the desired outcome will look like
          • Articulate accountability

3. Climate and culture scorecard and       

          • 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?

4. Equity Audits:

          • Conduct workforce analysis
          • Scorecards for equity attending to hiring, advancement, and retention practices

5. Planning for outcome-based
    strategies using scorecard
    assessment findings:

          • Planning: Identifying areas for desired change and improvement
          • Finding gaps
          • Workforce analysis (Above)

6. Implementing strategies:

          • Professional development
          • HR policy changes
          • Executive coaching
          • Affinity groups
          • Communication plans both internal and external for transparency

7. Measuring for impact:

          • 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