1. Assess and define meanings of diversity applicable to your environment. Establish scope, context, forms, and implications of diversity in your organization for various stakeholders in terms of age, color, culture, disabilities (physical/mental), education, income, language, marital status, national origins, pregnancy, race/ethnicity, religion, sex, sexual orientation/gender identity, veteran status, and other differences.
2. Develop ‘scenarios’ documenting challenges experienced as a result of each other’s assumptions, beliefs, behaviors, biases, prejudices, and values. Help stakeholders understand/address challenges owing to diversity at the demographic, cognitive/behavioral, organizational/structural, and global levels of analysis. Critically reflect on how the challenges encountered owing to the organization’s diversity prevent growth and hinder your organization.
3. Conduct a SWOT analysis (strengths-weaknesses-opportunities-threats) involving various stakeholders in your organization and establish collaborative ranking of their responses regarding matters of diversity. Identify themes, categories, and positive actions needed in areas such as intercultural communication and cross-cultural management, race relations, gender discrimination and sexual harassment, recruitment and marketing, employment law, use of emerging technologies, amongst others.
4. Identify benefits of diversity and how to integrate those towards organizational success in your agency’s mission, vision, goals, and objectives. Analyze the resources and actions required to meet your organization’s goals and objectives within an immediate, short-term, and long-term timeline.
5. Propose strategic diversity solutions as a holistically planned activity in the life of your organization. Practical managerial efforts may include a comprehensive strategic action plan on diversity, diversity statements and policy, diversity toolkit, diversity awareness workshops, sensitivity training, etc.