GUIDE TO
DEVELOPING
A STRATEGIC
DIVERSITY,
EQUITY AND
INCLUSION PLAN
A strategic diversity, equity and inclusion (DE&I) management plan can help an
organization make the most of its diversity by creating an inclusive, equitable and
sustainable culture and work environment. Workplace diversity is the collective mixture
of differences and similarities that include individual and organizational characteristics,
values, beliefs, experiences, backgrounds, preferences and behaviors.
To determine the need to create or revise an existing DE&I plan, review the following:
General Questions to Consider Recommended Action Steps
• If we already have a strategic DE&I • If there is a plan in place, review the
Plan, what are the key elements? components below to evaluate its
effectiveness.
• Do we need a strategic DE&I plan?
• Conduct a gap analysis to understand
• What are our diversity objectives
your specific areas of focus.
and goals?
• Assess interest level in a strategic
• Who within the organization will
DE&I plan and identify individuals with
benefit from a strategic DE&I plan?
the greatest and least level of interest.
• What is our timeline to develop, Include individuals with the greatest
implement and evaluate our strategic level of interest and educate those
DE&I plan? with the least level of interest.
• Who would be involved in our • Identify and evaluate goals and
strategic DE&I plan? outcomes.
• Develop education for those identified
as key stakeholders.
When developing a plan, the following components should be aligned to work with
an organization’s overall strategy. SHRM members may access sample questions to
consider and/or action steps to take for each component below here.
Business Case for DE&I. A successful strategic DE&I management plan is one that is relevant to
an organization’s mission, vision and business objectives.
Commitment from the Top. Those who will eventually implement the plan must have the backing
and active involvement of the organization’s leadership, including the CEO, board of directors,
executive team, etc.
Vision, Mission and Strategy. This is the “where, what and how” of a strategic DE&I management
plan. Any large change initiative that is not grounded by a clear vision, mission and strategy is
likely to lose focus.
DE&I Recruitment and Sourcing. DE&I recruitment means companies recruit individuals with a
collective mixture of differences and similarities that include individual characteristics, values and
beliefs, and experiences and backgrounds.
Employee Retention. Retention is often framed as a key economic driver for DE&I efforts because
it costs an organization a significant dollar amount when an existing employee must be replaced.
Training and Development. Training and development includes activities designed and
implemented to ensure that all employees are equipped to create a work environment that is
diverse, equitable and inclusive.
Onboarding. This is one of the first opportunities to make a new employee to an organization or
location feel welcome and comfortable sooner rather than later.
Communication. DE&I communication should include a strong commitment by the organization
to a diverse, equitable and inclusive workforce and to serving a diverse customer base.
Marketing, Advertising and Branding. Many organizations have discovered that the diversity
of their staff and the equitability and inclusiveness of their work environment can be used as
differentiators in the marketplace and can become a competitive advantage.
Leveraging Employee Diversity. This refers to building and then making use of a workforce that is
more diverse and more equitable and inclusive than it was before plan implementation began.
Strategic Alliances and Partnerships. These are formal relationships between two or more
parties who remain independent while working together to achieve a specific goal or to enhance
an element of the DE&I strategy.
Corporate Social Responsibility. Corporate social responsibility (CSR) and DE&I can be thought
of as overlapping circles; the two functions share many of the same goals, and oftentimes one
activity or effort will meet the needs of both functions.
Customer/Member Experience. This is the experience internal and external customers have
when they enter a place of business or interact with employees, products or services.
Supplier/Vendor Diversity. An integral part of any organization’s DE&I program is to ensure that it
promotes DE&I outside of the company by doing business with a variety of suppliers and vendors.
Measurement and Accountability. This refers to the tools used to determine if DE&I efforts have
achieved the desired results, and if not, who will be responsible for correcting the methodology so
those desired results can be achieved.
