Diversity Pledge Plan & Tracking
Ok, five points were outlined, three of which are realistic/attainable in the near-term, one of which is an individual decision and the last one needs to be done publicly.
- Expand employment and career development practices to be more inclusive of underrepresented communities.
- Develop a plan to increase hiring of LGBTQ, women, and people of color.
- Educate HR, hiring teams, and current employees about unconscious bias and explicit prejudice, and activate specific plans to alleviate them.
- Create internal development programs accessible to underrepresented employees.
- Share data about LGBTQ, race, ability, and gender demographics within our office.
Expand & Develop
We're going to lump the first two together, as their solution starts with the same; connecting employers to employees.
Where are you sourcing your diversity?
The other half of the equation is, what does entry-level look like?
And what does career trajectory look like, what are other entry-points, and how can we nurture access and growth.
Not difficult, just requires a concerted conversation.
Educate HR, Execs & Teams
We'll negate the topics ascribed above as they are false-flags, if you will
Rather, we need to reconnect with ourselves and begin the exploration from there; we will help individuals to do so, and in this way be more open to others, and consciously, compassionately, inclusive.
Internal Development Programs
This is an individual choice, though we at DreamFreely are happy to help you develop such processes.
Open Diversity Data
Precedent is already set.
