Diversity and Inclusion Strategic Committee / Council Framework

Approach

The Business Case: We work with our clients to develop the business case for establishing a Diversity and Inclusion Strategic Committee / Council.

Framework

In conjunction with your executive team, DRRA Consulting identifies the plan’s key focus areas and assists your organization in developing the initial strategies.

Development Phase

  • A robust discovery process to gather input and feedback from staff via online surveys and interviews with senior management and volunteer leaders.
  • Comparative analysis of your organization’s demographics (volunteer and workforce) against the populations your organization serves and the available labor pool in the markets in which your organization has staff.
  • Initiation of a diversity and inclusion survey among your organization’s members may allow for benchmarking against similar organization types.
  • We will benchmark your organization’s diversity and inclusion policies and practices against the Top 50 organizations in your organization’s industry.
  • Alignment with your organization’s multi-year Strategic Plan

Traditional Diversity and Inclusion Strategic Framework

We will work with your organization to identify ways to demonstrate a commitment to integrating diversity and inclusion into everything you do.

We will work with your organization to identify ways to attract and retain the best staff and volunteer talent, which is reflective of the populations your organization serves.

We will work with your organization to effectively communicate internally and externally to diverse populations.

We will work with your organization to identify multiple engagement levels with diverse populations across all of its activities.

We will work with your organization to identify ways to demonstrate a commitment to purchase products and services from businesses owned by women, people of color, LGBTs, people with disabilities, and Veterans.

Multiple Strategies and Associated Tactics

Each focus area within the Diversity & Inclusion Strategic Framework includes multiple strategies and associated tactics. While all of the strategy outlined in the framework is important, the depth and breadth of work laid out necessitated prioritizing strategy by the EDIC into short-, mid-, and long-term. The definition for each time frame is defined below. It is important to note that the strategic framework is likely to evolve, and the prioritization and timeframes may need to be adjusted to account for the organization’s changing dynamics.

Short-term: Expected completion within 6 — 12 months 
Mid-term: Expected completion within 12 — 24 months
Long-term: Expected completion with 18 — 36 months

Identification of short-term priorities may be based on the following criteria: 

  • Continuation of activities already in progress
  • Activities that provide a foundation for future work
  • Activities with the most significant potential for most immediate impact