There are lots of ways to embed DEI into your organisation and it is important that this has both a strategic and an operational focus.
As a useful start point, you might want to use the following DEI checklist for organisations, that those leading on DEI in their organisations can work through to ensure that they are taking a holistic approach to DEI. You can review the actions you have already completed vs those you need to do to be more inclusive. Don’t worry about completing everything - doing DEI well takes time, patience and perseverence as well as genuine commitment. CTPA is here to support you to identify best practice, opportunities, challenges and priority areas and encourage you on the journey.
The table below is available as a download.
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Action Item |
Responsible Party |
Timeline/Deadline |
Status |
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Mission Strategy and Evaluation |
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Develop and communicate a high-level DEI statement that links to organisational values and mission |
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Taskforce developed to help the organisation think about how to advance DEI |
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Allocate appropriate resources for DEI initiatives (budget, time, personnel) |
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Assessment and Data Collection |
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Conduct a high-level DEI assessment of where you stand |
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Collect demographic data on colleagues, the board and the communities you serve in a careful, sensitive and compliant way |
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Regularly review and update the data to reflect the changing makeup of colleagues, the board and the communities the company serves |
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Regularly monitor and analyse the data throughout the colleague journey from attraction to exit. Make process changes if the data suggests adverse effect on certain underrepresented groups. |
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Policy Development and Review |
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Develop a DEI policy with the taskforce, and other relevant parties |
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Regularly review and update policies – engage board with DEI policy review and development |
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Training and Education |
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Implement bespoke and relevant DEI training interventions as per organisational need (at all levels including the board) |
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Provide ongoing opportunities for training and education in line with the evolving DEI landscape |
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Recruitment and Hiring Practices |
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Implement diverse hiring panels as standard |
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Review job descriptions and ensure inclusive language throughout |
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Establish meaningful partnerships with experts in the space to establish new and diverse talent pipelines |
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Promotion and Career Development |
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Implement reverse mentoring schemes – where senior people learn from more junior colleagues - beginning with the board and Leadership Team |
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Ensure equity when providing access to growth opportunities (consider horizontal growth opportunities as well as vertical) |
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Regularly assess and address barriers to access – let the data support your journey and make changes if promotion and career development trends suggest adverse impact |
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Communication and Transparency |
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Regularly communicate DEI initiatives across the organisations - ensure it is accessible to colleagues at all levels |
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Establish mechanisms for feedback for colleagues – feedback |
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Consider publishing regular DEI reports |
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Evaluation and Continuous Improvement |
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Regularly evaluate the impact of DEI initiatives |
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Solicit feedback from colleagues, partners and communities |
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