Topic 3 Planning D&I Management in the Organisation

D&I Management in organisations

  • Workplace Diversity means creating an inclusive environment that accepts each individual’s differences, embraces their strengths, and provides opportunities for all staff to achieve their full potential.
  • Diverse workplaces include people with different experiences, varying personalities, and different levels of experience to foster creativity and offer range of viewpoints and ideas.
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Planning D&I Management in the Organisation

Set up a separate work group to draw a plan. The group should contain representatives of the staff, management and groups of diversity discussion: Why the plan is being produced? What benefits will it have? How it relates to the work of the organisation? Does the group contain all essential elements? What sort of resources are at the group’s disposal?

To encourage participation, it is important that the organisation keeps staff, clients, and other stakeholders informed and updated about the progress of the plan.

Important to have a survey of the situation in order to draw up the actual plan. Data collection methods and sources could include:

  • Looking at how existing strategies, guidelines and policies take account of the D&I subject.
  • Clients’ and staff’s feedback
  • Consultation with different groups
  • Equality, D&I, employees’ satisfaction, accessibility surveys

A description of planning process, methods used, measures selected etc. The plan should be considered and discussed, edited and adopted as part of the organisation’s normal decision-making procedure.

Measures are implemented and announced according to agreed timetable.

The impact should be monitored at regular intervals in different forms: quality assurance procedures, using indicators and impact assessment methods, questionnaires/surveys.

Updates are made with reference to the monitoring of the plan’s implementation.

Awareness → Decision → Action

D&I Management in organisations – how diversity works

Diversity in the organisations first of all goes in line with fair treatment of all employees and goes in line with non-discrimination and equality policies

This approach seeks to create a diverse working environment and an inclusive culture in which everyone feels valued and can live up to their full potential in the workplace.

Enhancing diversity in terms of employee’s capacity: need to have/create work for people with limited capacities (cognitive, social, emotional)

A diverse workforce represents a deeper pool of knowledge, skills, life experience, perspectives and expertise.