The D&I data you have gathered should provide you with a solid understanding of the current demographic and inclusion levels within your organisation.
To take it to the next level, you need to develop a D&I ambition – the North Star that the whole organisation needs to follow – and formulate a strategy to help you realise it.
From your audit, you can pair equality monitoring with inclusion and employee lifecycle data to create a strong understanding of your business’ employee demographics. These insights will help you identify areas for improvement, from which you can set out a strategy for how you intend to drive positive change within your business, for instance in regards to workplace culture or talent attraction.
Here are some questions that might help start the process of setting your D&I ambition with your leadership team:
How can inclusion help our organisation thrive?
Which groups or demographics are underrepresented in our company?
Which groups or demographics do we want to reach?
How will we know when we’ve succeeded?
Setting an ambition takes time, effort and universal buy-in to be successful.
Expert consultancies can guide you along the way, as can hiring a Head of Diversity & Inclusion to oversee the process. Consulting with other founders and a wider network is also a good way of understanding what will be right for you.
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