Develop Your DEI Strategy with upBOARD's Integrated Template
Enhance workplace culture through Diversity, Equity, and Inclusion strategies using the upBOARD DEI Template. Gain insights, set context, assess data, and lead projects seamlessly within your organization, promoting diverse thinking and inclusive practices. Embrace the benefits of a DEI-focused environment for sustainable growth and profitability.
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Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy The term DEI refers to Diversity, Equity and Inclusion. Diverse perspectives foster diverse thinking and help businesses address challenges in different ways. Equitable treatment of others makes the entire workforce feel valued, while having inclusive policies in place ensures that resources are distributed to those that need them. Each element makes up a specific element of workplace culture and brought together they ensure a workplace is best suited to meet the challenges of a diverse and ever-changing business environment. We ve developed an approach based on work from the World Economic Forum that leads business leaders through the process of setting context around definitions of diversity, equity and inclusion, defining the business case, assessing capabilities, gaining insight into gaps and opportunities, and creating and managing projects that will transform an organization s culture to its core. Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy We built out the upBOARD DEI Template and integrated online app to help organizations manage their own DEI process in the cloud. The template is set out in four key phases: Set the Context, Assess the Data, Review & Prioritize, and Lead Projects. 4. Lead Projects 1. Set the Context 2. Assess the Data 3. Review & Prioritize Each phase leads on from the one before it, building on the learnings from the previous phase and allowing businesses to track progress and outline projects to adopt for growing their DEI initiative in-house, without the need for external consultants. Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 1. Set the Stage: Definitions Diversity, Equity and Inclusion are different yet complementary concepts. Teams and organizations benefit most when they incorporate all three into their policies, practices and cultures. With this in mind, we provide clear definitions of each within the app (see below). On top of these key definitions, it s important for business leaders to keep in mind the different dimensions that drive and relate to diversity. Here are just a few which must be taken into consideration when outlining a DEI strategy: Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 1. Set the Stage: Building a Business Case The business case for diversity, equity and inclusion includes many benefits. Teams and organizations that embrace policies and practices that support diverse cultures where everyone feels psychological safety and is included as an equal in shaping the future of the company are more profitable and effective. While homogenous teams may be more productive in the very short term, diverse teams apply different perspectives, experiences and skill sets to become even more productive in the long-term. Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 1. Set the Stage: Objectives & Policy Policy Template Define your overall strategic objectives for diversity, equity and inclusion. Consider the type of work environment you will create, tangible business results, and overall impact for your employees, customers, stakeholders, industry and community. Upload any policy documents that support your objectives and programs. Download and edit this template to create your own diversity, equity and inclusion policy. Download Here Download Here 1 [Fill in specific objectives & policies here] Policy Documents 2 [Fill in specific objectives & policies here] [Drop files here] 3 [Fill in specific objectives & policies here] Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 2. Assess the Data: Race & Gender Race Definition 2020 2021 2022 2023 2024 2025 A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment. American Indian or Alaska Native # # # # # # A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. Asian # # # # # # A person having origins in any of the black racial groups of Africa. Terms such as "Haitian" or "Negro" can be used in addition to "Black or African American." Black or African American # # # # # # A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands. Native Hawaiian or Other Pacific Islander # # # # # # A person of Cuban, Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race. The term, "Spanish origin," can be used in addition to "Hispanic or Latino." Hispanic or Latino # # # # # # A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. White or Caucasian # # # # # # Not provided or unavailable. Other / Unknown # # # # # # Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 2. Assess the Data: Race & Gender Race Definition 2020 2021 2022 2023 2024 2025 Identifies as a man Male # # # # # # Identifies as a woman Female # # # # # # People whose gender identity and/or expression is different from cultural and social expectations based on the sex they were assigned at birth. Transgender # # # # # # People who reject notions of static categories of gender and embrace a fluidity of gender identity and often, though not always, sexual orientation. People who identify as genderqueer may see themselves as being both male and female, neither male nor female or as falling completely outside these categories. Genderqueer / Gender nonconforming # # # # # # Not provided or unavailable Other / Unknown # # # # # # Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 2. Assess the Data: Talent Assessment Assessment (Gap, Acceptable, Best Practice) Priority (10 most, 1 least) Impact (10 most, 1 least) Areas of Focus Description Talent Sourcing and Selection Job Descriptions Creates recruitment plans that target diverse groups not fully represented in the organization Recruitment Plans All descriptions and recruitment events are made accessible to those with disabilities Accessibility Explicitly mention the organization s commitment to diversity, equity and inclusion in job descriptions and hiring process Communication Talent Sourcing and Selection Talent Pools Diverse Search Tools Actively searches for candidates from diverse backgrounds Has meaningful relationships with and utilizes recruitment groups that represent and support diverse populations Recruitment Partners Reviews employee recruitment, retention and development practices to ensure they promote diversity Recruitment Policies Talent Sourcing and Selection - Identifying Qualified Candidates Interview Committees Uses diverse interview committees Hiring Criteria Uses clear hiring criteria Non-Traditional Backgrounds Is open-minded to candidates with non-traditional backgrounds Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 2. Assess the Data: Organization Assessment Assessment (Gap, Acceptable, Best Practice) Priority (10 most, 1 least) Impact (10 most, 1 least) Areas of Focus Description Organizational Analysis and Monitoring - DEI Benchmarking Business Goals Has diversity, inclusion and equity included in performance goals Has systems in place to retrieve anonymous feedback about the effectiveness of diversity, equity and inclusion policies & programs Anonymous Feedback Develops diversity and inclusion strategies informed by available data and/or research- based practices Data-Driven Strategies Organizational Analysis and Monitoring - Inclusive Behaviors Supports ongoing public programs and community initiatives surrounding diversity, equity and inclusion Public Sponsorships Community Events Participates in community events that celebrate diverse populations Communication Shares pictures and stories of people from various backgrounds in formal communications Ensures internal and external communications are translated into relevant languages for employees, customers and stakeholders Language Translation Organizational Analysis and Monitoring - Employee Experience and Engagement Policy Understanding Employees understand the definitions and policies around diversity, equity and inclusion Our employee engagement strategy and goals explicitly includes diversity, equity and inclusion Engagement Goals Our employee engagement survey includes relevant questions to measure diversity, equity and inclusion business goals. Engagement Survey Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 2. Assess the Data: Employee Experience Assessment Assessment (Gap, Acceptable, Best Practice) Priority (10 most, 1 least) Impact (10 most, 1 least) Areas of Focus Description Employee Experience - Daily Behaviors Our culture encourages and facilitates difficult discussions related to diversity, equity and inclusion Team Dynamics Our culture allows for open discussion of the power dynamics in the organization as it relates to diversity, equity and inclusion Power Dynamics Internal Communication Our executives regularly communicate messages supporting diversity, equity and inclusion Internal Events We hold events to recognize our employees' diverse religious and cultural observances Employee Experience - Performance Management We formally and informally recognize and reward employees for contributing to diversity, equity and inclusion policies and programs Rewards Our performance evaluations have been explicitly designed to be objective across all aspects of diversity Objective Evaluations Succession Planning Our succession planning programs and results support our diversity goals Employee Experience - Learning and Development Our talent management and retention strategies are explicitly designed to support our diversity goals Talent Management Our training and development programs include diversity, equity and inclusion content and development strategies Training & Development Our new employee onboarding programs reinforce our values and goals around diversity, equity and inclusion Onboarding Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 3. Review & Prioritize: Overall Opportunity Summary All Strategies Breakdown Overall Assessment Summary Best Practice Focus Area Gaps Acceptable Talent # # # Organization # # # Experience # # # Total # # # Fill in the number of gaps, acceptable areas, and best practices to the table based on entries above. Right click on the chart and Edit data in Excel to update the image based on most recent data. Gaps Acceptable Best Practice Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 3. Review & Prioritize: Talent Summary All Strategies Breakdown Overall Assessment Summary Best Practice Focus Area Gaps Acceptable Talent # # # Fill in the number of gaps, acceptable areas, and best practices to the table based on entries above. Right click on the chart and Edit data in Excel to update the image based on most recent data. Gaps Acceptable Best Practice Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 3. Review & Prioritize: Organizational Summary All Strategies Breakdown Overall Assessment Summary Best Practice Focus Area Gaps Acceptable Organization # # # Fill in the number of gaps, acceptable areas, and best practices to the table based on entries above. Right click on the chart and Edit data in Excel to update the image based on most recent data. Gaps Acceptable Best Practice Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 3. Review & Prioritize: Employee Experience Summary All Strategies Breakdown Overall Assessment Summary Best Practice Focus Area Gaps Acceptable Employee # # # Fill in the number of gaps, acceptable areas, and best practices to the table based on entries above. Right click on the chart and Edit data in Excel to update the image based on most recent data. Gaps Acceptable Best Practice Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 3. Review & Prioritize: Race & Gender Equality Summary Race Equality Summary Right click on the chart and Edit data in Excel to update the image based on most recent data. 25 20 15 10 5 0 2020 2021 2022 2023 2024 2025 American Indian or Alaska Native Asian Black or African American Native Hawaiian or Other Pacific Islander Hispanic or Latino White or Caucasian Other / Unknown Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 4. Lead Projects: Empower Project Managers Once a business leader understands where the business is currently from a DEI perspective and where it needs to go, he or she can make more informed decisions about the best way to empower and engage the team to take DEI projects forward. Diversity and inclusion projects can be detailed and time consuming, and they require dedicated project managers as well as sponsors to make sure that project managers receive the support they need along the way. Want more tools and templates? Visit https://upboard.io/
Create & Manage Your Diversity, Equity & Inclusion Strategy Create & Manage Your Diversity, Equity & Inclusion Strategy 4. Lead Projects: Track Projects Use this template to list ongoing DEI initiatives and projects to ensure that progress is being tracked. Status (On Track, At Risk, Behind) Stage (Planning, Implementing, Complete) Project Name (Fill in below) Objective (Fill in below) Sponsor (Fill in below) Project Manager (Fill in below) Want more tools and templates? Visit https://upboard.io/
