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| diversity and inclusion communication plan template: Diversity and Inclusion Matters Jason R. Thompson, 2021-12-09 Expert guidance and step-by-step instruction for building a successful diversity, equity, and inclusion initiative from scratch In Diversity and Inclusion Matters: Tactics and Tools to Inspire Equity and Game-Changing Performance, award-winning diversity, equity, and inclusion (DE&I) expert Jason R. Thompson delivers a practical and engaging handbook for implementing a DE&I program in your organization. The CAPE technique, developed by the author, gives you a clear blueprint and the tools you'll need to make your diversity program a success. In this book, you'll learn how to achieve early and significant wins to create the necessary and long term organizational change needed for successful DE&I programs. Find out what data you need to collect, how to analyze it, and choose the right goals for your organization. In addition, the CAPE technique will show your progress and ROI. You will learn to: Manage and lead a diversity council and implement diversity initiatives in the correct order Get early buy-in and long-term commitment from a Chief Executive Officer by knowing what to ask for and when Set appropriate and realistic expectations for a DE&I program with the executive leadership team Perfect for diversity and inclusion professionals, human resources leaders, founders, business owners, and executives, Diversity and Inclusion Matters will also earn a place in the libraries of students of human resources, leadership, management, and finance. |
| diversity and inclusion communication plan template: Managing People in the Hybrid Workplace Kay Maddox-Daines, 2023-05-23 Managing People Effectively in a Hybrid Workplace is designed to ensure that both aspiring and experienced people professionals are equipped with in-depth knowledge of how workplace structures are being disrupted by new technology and working models. It explores analytics and capability to provide evidence-based insights that can shape employee experiences, support adaptation to changing business conditions, navigate risk, drive workplace performance, harness collaboration and open up new possibilities for HR and the organisation. The book has been designed both as a text to support students studying HRM on university programmes and as a handbook for professionals wishing to update their knowledge in contemporary HRM. The book also supports the core and specialist knowledge and core behaviours in the CIPD Profession Map. |
| diversity and inclusion communication plan template: Public Relations Campaigns Regina M. Luttrell, Luke W. Capizzo, 2021-01-09 With a focus on the tools needed for working in the PR industry, Public Relations Campaigns: An Integrated Approach gives students a hands-on introduction to creating successful, integrated PR campaigns. Authors Regina M. Luttrell and Luke W. Capizzo present the ROSTIR model (research/diagnosis, objectives, strategy, tactics, implementation, and reporting/evaluation) and PESO model (paid, earned, shared/social, and owned media) to show students a framework for practitioners to plan effectively and use all of the resources available to them to create winning campaigns. The Second Edition emphasizes the importance of diversity initiatives and teaches students how to integrate a cross-cultural approach to PR strategies. |
| diversity and inclusion communication plan template: Leading With Diversity, Equity and Inclusion Joan Marques, Satinder Dhiman, 2022-06-17 This book guides managers and leaders toward greater insight and more deliberate practices in regards to diversity, equity, and inclusion addressing leadership, operations, and the educational environments. The authors consider the qualities of awakened leadership as critical components for establishing and nurturing a diverse, equitable and inclusive work environment. The book argues that the only way destructive conflicts can be resolved on a lasting basis is through profound collaboration, which can be embedded in performance structures by questioning biases, and becoming aware of limiting mindsets and traditions, that keep parts of society subjugated. It offers a wide range of constructive approaches that lead to higher awareness, thus, better understanding and focus on stakeholders. Finally, it presents examples of diversity-engendered issues and their resolutions from around the globe. |
| diversity and inclusion communication plan template: From Tokenism to Inclusion: A Guide to Diversity, Equity, and Inclusion in the Workplace Josh Luberisse, From Tokenism to Inclusion: A Guide to Diversity, Equity, and Inclusion in the Workplace is a comprehensive and practical guide for businesses and organizations seeking to create a more diverse, equitable, and inclusive workplace. This book offers actionable strategies and best practices for promoting diversity and inclusion, tackling implicit bias, breaking down barriers, and fostering an inclusive culture that empowers all employees. Drawing on the latest research and real-world examples, this book provides step-by-step guidance on creating and implementing a successful DEI plan, tailored to the specific needs of your organization. From identifying common barriers to creating an inclusive workplace to gaining stakeholder support and measuring progress, this guide covers all aspects of a successful DEI strategy. Whether you are a small business owner, HR professional, or executive, Diversity, Equity, and Inclusion: A Practical Guide for Creating a More Equitable Workplace is a valuable resource for promoting diversity, equity, and inclusion in your workplace. With its clear and concise language, actionable advice, and emphasis on measurable outcomes, this book will help you create a workplace culture that values diversity and fosters inclusion. |
| diversity and inclusion communication plan template: Events Management Glenn A. J. Bowdin, Johnny Allen, Rob Harris, Leo Jago, William O'Toole, Ian McDonnell, 2023-07-31 A must-have introductory text of unrivalled coverage and depth focusing on events planning and management, the fourth edition of Events Management provides a complete A to Z of the principles and practices of planning, managing and staging events. The book offers a systematic guide to organising successful events, examining areas such as event design, logistics, marketing, human resource management, financial planning, risk management, impacts, evaluation and reporting. The fourth edition has been fully updated and revised to include content covering technology, including virtual and hybrid events, concepts such as social capital, soft power and events, social inclusion, equality, accessibility and diversity, and the latest industry reports, research and legal frameworks. The book is logically structured and features new case studies, showing real-life applications and highlighting issues with planning events of all types and scales in a range of geographical locations. This book has been dubbed ‘the events management bible’ and fosters an interactive learning experience amongst scholars of events management, tourism and hospitality. |
| diversity and inclusion communication plan template: The Mentor’s Guide Laura Gail Lunsford, 2021-11-29 A definitive resource that pulls together evidence from psychology, education, and organizational studies, this fully updated second edition translates research into practice and serves as a practical handbook on how to set up, run, and evaluate any mentoring program. Despite ever-growing interest, there are few helpful resources for program managers and mentoring coordinators. This book sheds needed light on mentoring behaviors, the stages of mentoring, elements of high-quality relationships, and how to recognize and avoid dysfunctional ones. Step-by-step guidance will enable readers to: Understand what mentoring is (and is not) Assess their mentoring program using a clear framework Work through steps to design or redesign an effective mentoring program Draw on real-world examples to assess and improve programs Benefit from all-new material for this second edition, including a chapter on e-mentoring and in-depth case studies, as well as updated information on culturally intelligent mentoring and more If you manage or support a mentoring program, then this handbook is for you. Human resource professionals across industries will gain ideas on how to improve the efficiency and effectiveness of mentoring, while administrators in higher education will value the content on formal mentorship programs for faculty members, graduate students, and undergraduates. |
| diversity and inclusion communication plan template: Inclusion, Diversity and Innovation in Translation Education Alejandro Bolaños García-Escribano, Mazal Oaknín, 2024-10-01 Through examples of literary and audiovisual translation teaching practices, Inclusion, Diversity and Innovation in Translation Education places a novel emphasis on equality, diversity and inclusion (EDI) synergising the latest research advancements in EDI and translation curricula. The contributors revisit how languages and translation are currently taught and explore the relevance of EDI values from an interdisciplinary perspective. The chapters contain proposals of best teaching practices and teacher training guidance alongside examples of research-led teaching scenarios. There is a twofold rationale behind this volume: firstly, identifying links between literary and audiovisual translation teaching practices, which often demand great creativity inside and outside the classroom; and, secondly, placing greater emphasis on EDI-focused methods and themes. Following this approach, readers are invited to consider pressing societal issues such as (media) accessibility, intersectionality, LGBTQI+ and race, among others, and to embed them in their language and translation teaching practices. Praise for Inclusion, Diversity and Innovation in Translation Education ‘This collection brings together a diverse group of scholars of various identities and backgrounds to provide us with invaluable lessons on how to increase a sense of belonging in university classrooms, especially among minoritised students. An inspiring and empowering archive of justice-oriented translation pedagogies.’ Emek Ergun, University of North Carolina at Charlotte ‘A topical and thorough manual for academics, instructors, professional translators and apprentices who will gain a critical insight into the need to develop competences about EDI during the educational years.’ Marcella De Marco, London Metropolitan University ‘A rich, kaleidoscopic collection that breathes life into EDI by weaving technological advances, intersectionality, accessibility and social justice into audio-visual and literary translation classrooms.’ Şebnem Susam-Saraeva, University of Edinburgh |
| diversity and inclusion communication plan template: New Developments in Pathways Towards Diversity and Inclusion in STEM: A United States Perspective Alexander Gates, Juan Gilbert, Chris Botanga, Kim Nguyen, Bonita London, 2022-10-17 The Louis Stokes Alliances for Minority Participation (LSAMP) program of the US National Science Foundation has been a primary force for raising the success and graduation of minority students in STEM for 30 years. Increasing the number of underrepresented students earning baccalaureate degrees, and entering graduate school in STEM is the goal of LSAMP. This goal has been nearly achieved through the formation of alliances of degree granting institutions of higher learning, varying from community colleges to major research institutions. Currently there are 59 alliances including more than 400 institutions. LSAMP is responsible for more than 650,000 bachelor’s degrees earned by minority students in STEM. The papers for this Research Topic should focus on the use of LSAMP activities, programs and collaborations to develop pathways to success and graduation of STEM majors from minority groups that underrepresented in STEM. These pathways can include any segment from pre-college through graduate school. Areas of special interest include mentoring, research experiences, transitions between levels and novel approaches for retention. The studies should be research based and rigorous. They can be pure research studies, curriculum and design or literature reviews but they must be at a cutting edge level and be subject to detailed review and assessment. |
| diversity and inclusion communication plan template: Crisis Communications Kathleen Fearn-Banks, Kevin Kawamoto, 2024-06-20 Now in its sixth edition, this book provides engaging, practice-oriented case studies analyzing communication professionals’ crisis preparation and responses, illustrating key considerations for communicating with both internal and external stakeholders during and after a crisis. This edition continues its strength as a student-friendly text that demonstrates how to craft, target, and deliver messages during crises in order to mitigate further controversy and distress. Classic cases lay the foundation, while contemporary cases shed light on cutting-edge practices in use today. Many cases from previous editions have been updated and new cases added, including the COVID-19 crisis and U.S. vaccination campaign; Starbucks and racial discrimination at a Philadelphia branch; Will Smith and the Academiy Awards slap; Gander, Newfoundland in supporting stranded tourists after the attacks of September 11, 2001; and a look at how schools can prepare communication responses to school shootings. Each case pays particular attention to the actual and ideal use of social media in the crisis and there is a new section on the important issues of misinformation and disinformation. Crisis Communications, 6th Edition is intended for courses in crisis communication, crisis management, disaster response, corporate communications, and public relations. Student and instructor online support materials feature selected previous editions’ case studies no longer in this edition as well as an Instructor’s Manual with suggested activities, discussion questions, and sample quizzes: www.routledge.com/9780367894450. |
| diversity and inclusion communication plan template: C-Spark: CEO-led Workforce Education for the Age of And Vivek Sharma, 2021-06 If you are the CEO of a large corporation, you know there is a workforce crisis that mandates better workforce education. You also recognize that traditional education programs aren't working. Enter C-Spark. It outlines the first CEO-led strategic approach to workforce education, which will help you seize the opportunity to generate revenue; ensure business agility; recruit and retain the best talent; move the needle on diversity, equity and inclusion; advance authentic corporate citizenship and create industry-leading brands. When ignited, the C-Spark ushers in the Age of And, an age marked by not just one, but many ANDs - business AND social impact, the employee AND learner, the customer AND the community, the shareholder AND society, the good fiduciary AND the good citizen, doing well AND doing good. |
| diversity and inclusion communication plan template: Detachable Penis Sam Elkin, 2024-04-30 A darkly humorous and groundbreaking memoir from a new voice in queer literature 'A work of great heart and brain. Elkin is compulsory reading, always.' —Chloe Hooper In Detachable Penis: A Queer Legal Saga, Elkin relates his bumpy journey from lesbian to transgender lawyer in the aftermath of the 2017 marriage equality postal survey. As the inaugural lawyer of Victoria's queer law service, Elkin is quickly immersed in thorny debates around trans inclusion in sport, children's access to puberty blockers, birth certificate law reform and the Christian right's demand for enhanced religious freedoms. Set against the backdrop of a growing moral panic about the 'trans agenda', Elkin reflects on the double-edged sword of visibility post the 'transgender tipping point'. Elkin offers an honest, unflinching account of chest surgery, phalloplasty, the emotional impact of cross-sex hormones and the perils of airport body scanners. Undogmatic and refreshingly open-minded, Elkin explores his ambivalence about aspects of his own transition, masculinity and fears of lesbian erasure as he encounters a new world of gender-affirming psychologists, surgeons and speech pathologists. Through an examination of Elkin's legal casework and law reform efforts, Detachable Penis offers a kaleidoscopic view of LGBTIQA+ communities living on the margins. This politically sharp narrative offers a nuanced account of the lateral violence, poor mental health and activist burn out that besets the contemporary LGBTIQA+ rights movement. Part love letter and part cautionary tale, Detachable Penis offers a darkly humorous glimpse into Elkin's unique life in the law that will undoubtedly spark many prickly conversations. 'Sam Elkin has a sharp eye and a wit that crackles. Detachable Penis is searching in its honesty and possesses a streetwise kindness. Elkin makes us feel as if we, too, are at the shoreline of an old life, contemplating the wide expanse of the one to begin. He knows that the body of the law and the human body are similar. They contain so much; they contain us. Here, Elkin creates a new body of work that grapples with both and never settles for the narrow wisdoms of the past.' —Rick Morton |
| diversity and inclusion communication plan template: Why Diversity, Equity, And Inclusion Matter: Challenges And Solutions Bin Srinidhi, 2023-12-05 This book integrates the current research on diversity, equity, and inclusion with corporate practice and describes how these initiatives affect organizations' morale, performance, and output. Academic researchers, corporate executives tasked with implementing Diversity, Equity & Inclusion (DEI), and regulators face the problem of balancing DEI initiatives, which could generate diverse ideas beneficial to the organization, with concerns about diluting meritocracy. Building a diverse workforce could improve both organizational well-being and social harmony. Research has shown that building a diverse workforce often results in communication and coordination issues and unjustified pay and performance gaps, engendering feelings of exclusion among diverse individuals. The book describes how organizations address these issues in various settings ranging from accounting firms to health care providers. It covers settings with gender and racial diversities and clarifies the difference between equality and equity. Its coverage includes dealing with concealable disabilities and promoting equity across diverse populations in organizational and social settings. |
| diversity and inclusion communication plan template: Implementing Cancer Survivorship Care Planning The National Cancer Institute, The Lance Armstrong Foundation, Institute of Medicine, 2007-01-14 One of the key recommendations of the joint IOM and NRC book, From Cancer Patient to Cancer Survivor: Lost in Transition, is that patients completing their primary treatment for cancer be given a summary of their treatment and a comprehensive plan for follow-up. This book answers practical questions about how this Survivorship Care Plan, including what exactly it should contain, who will be responsible for creating and discussing it, implementation strategies, and anticipated barriers and challenges. |
| diversity and inclusion communication plan template: Building Blocks of Workplace Inclusion Jill Waters and Evelina Silveira, 2014-08-16 A diverse workplace isn’t necessarily an inclusive one. An inclusive workplace doesn’t just feature employees from a variety of backgrounds; it ensures that all those employees are treated with respect. In “Building Blocks of Workplace Inclusion,” Evelina Silveria and Jill Walters take you through the process of creating and implementing an inclusion strategy. This issue of TD at Workshares best practices for employee-friendly workplaces. Then, it discusses some of the roadblocks and challenges you may encounter and how to surmount them. This issue includes: • reasons why workplace inclusion is important • sample mission, vision, and value statements • guidance for workplace inclusion committees • tips for successful mentoring programs • a checklist of employee-friendly workplace practices. |
| diversity and inclusion communication plan template: Strategic Diversity Leadership Damon A. Williams, 2023-07-03 In today’s world – whether viewed through a lens of educational attainment, economic development, global competitiveness, leadership capacity, or social justice and equity – diversity is not just the right thing to do, it is the only thing to do! Following the era of civil rights in the 1960s and ‘70s, the 1990s and early 21st century have seen both retrenchment and backlash years, but also a growing recognition, particularly in business and the military, that we have to educate and develop the capacities of our citizens from all levels of society and all demographic and social groups to live fulfilling lives in an inter-connected globe.For higher education that means not only increasing the numbers of diverse students, faculty, and staff, but simultaneously pursuing excellence in student learning and development, as well as through research and scholarship – in other words pursuing what this book defines as strategic diversity leadership. The aim is to create systems that enable every student, faculty, and staff member to thrive and achieve to maximum potential within a diversity framework. This book is written from the perspective that diversity work is best approached as an intellectual endeavor with a pragmatic focus on achieving results that takes an evidence-based approach to operationalizing diversity. It offers an overarching conceptual framework for pursuing diversity in a national and international context; delineates and describes the competencies, knowledge and skills needed to take effective leadership in matters of diversity; offers new data about related practices in higher education; and presents and evaluates a range of strategies, organizational structures and models drawn from institutions of all types and sizes. It covers such issues as the reorganization of the existing diversity infrastructure, building accountability systems, assessing the diversity process, and addressing legal threats to implementation. Its purpose is to help strategic diversity leaders combine big-picture thinking with an on-the-ground understanding of organizational reality and work strategically with key stakeholders and allies. This book is intended for presidents, provosts, chief diversity officers or diversity professionals, and anyone who wants to champion diversity and embed its objectives on his or her campus, whether at the level of senior administration, as members of campus organizations or committees, or as faculty, student affairs professionals or students taking a leadership role in making and studying the process of change.This title is also available in a set with its companion volume, The Chief Diversity Officer. |
| diversity and inclusion communication plan template: One Health Joint Plan of Action (2022‒2026) World Health Organization, Food and Agriculture Organization of the United Nations, UNEP United Nations Environment Programme, World Organisation for Animal Health, 2022-10-14 The Quadripartite Organizations – the Food and Agriculture Organization of the United Nations (FAO), the United Nations Environment Programme (UNEP), the World Organisation for Animal Health (WOAH, founded as OIE), and the World Health Organization (WHO) – collaborate to drive the change and transformation required to mitigate the impact of current and future health challenges at the human–animal– plant–environment interface at global, regional and country level. Responding to international requests to prevent future pandemics and to promote health sustainably through the One Health approach, the Quadripartite has developed the One Health Joint Plan of Action (2022–2026) (OH JPA). The OH JPA outlines the commitment of the four organizations to collectively advocate and support the implementation of One Health. It builds on, complements and adds value to existing global and regional One Health and coordination initiatives aimed at strengthening capacity to address complex multidimensional health risks with more resilient health systems at global, regional and national level. |
| diversity and inclusion communication plan template: HBR'S 10 MUST READS ON DIVERSITY HARVARD BUSINESS REVIEW., 2019 |
| diversity and inclusion communication plan template: Social Media Regina Luttrell, 2021-07-13 Updated to reflect the latest technological innovations and challenges, the fourth edition of Social Media: How to Engage, Share, and Connect helps students understand and successfully use today’s social media tools as PR professionals and personal users. Regina (Gina) Luttrell presents a thorough history of social media and pioneers of the field within chapters on specific subjects such as content-sharing, crisis communication, ethics, “sticky” social media, and strategic campaigns. This book will become your go-to reference guide for all things social media-related as it applies to public relations and the everyday duties of PR professionals. Features of the fourth edition include: Chapter objectives and learning outcomes Social Media Expert profiles Theory into Practice boxes #LRNSMPR (Learn Social Media and Public Relations) boxes Comprehensive glossary of terms Coverage of additional social media channels (including Clubhouse and TikTok) and visual content in the social sphere New appendix with social media guidelines template |
| diversity and inclusion communication plan template: Managing Diversity in Organizations Barbara Beham, Caroline Straub, Joachim Schwalbach, 2013-07-10 Diversity management has recently attracted a lot of attention in both academia and practice. Globalization, migration, demographic changes, low fertility rates, a scarce pool of qualified labor, and women entering the workforce in large scales have led to an increasingly heterogeneous workforce in the past twenty years. In response to those ongoing changes, organizations have started to create work environments which address the needs and respond to the opportunities of a diverse workforce. The implementation of diversity policies and practices and the creation of an organizational culture that values heterogeneity have been the focus of recent organizational initiatives. This special issue aims at shedding light on some of open research questions by including both theoretical and empirical contributions. |
| diversity and inclusion communication plan template: Execution Larry Bossidy, Ram Charan, Charles Burck, 2009-11-10 #1 NEW YORK TIMES BESTSELLER • More than two million copies in print! The premier resource for how to deliver results in an uncertain world, whether you’re running an entire company or in your first management job. “A must-read for anyone who cares about business.”—The New York Times When Execution was first published, it changed the way we did our jobs by focusing on the critical importance of “the discipline of execution”: the ability to make the final leap to success by actually getting things done. Larry Bossidy and Ram Charan now reframe their empowering message for a world in which the old rules have been shattered, radical change is becoming routine, and the ability to execute is more important than ever. Now and for the foreseeable future: • Growth will be slower. But the company that executes well will have the confidence, speed, and resources to move fast as new opportunities emerge. • Competition will be fiercer, with companies searching for any possible advantage in every area from products and technologies to location and management. • Governments will take on new roles in their national economies, some as partners to business, others imposing constraints. Companies that execute well will be more attractive to government entities as partners and suppliers and better prepared to adapt to a new wave of regulation. • Risk management will become a top priority for every leader. Execution gives you an edge in detecting new internal and external threats and in weathering crises that can never be fully predicted. Execution shows how to link together people, strategy, and operations, the three core processes of every business. Leading these processes is the real job of running a business, not formulating a “vision” and leaving the work of carrying it out to others. Bossidy and Charan show the importance of being deeply and passionately engaged in an organization and why robust dialogues about people, strategy, and operations result in a business based on intellectual honesty and realism. With paradigmatic case histories from the real world—including examples like the diverging paths taken by Jamie Dimon at JPMorgan Chase and Charles Prince at Citigroup—Execution provides the realistic and hard-nosed approach to business success that could come only from authors as accomplished and insightful as Bossidy and Charan. |
| diversity and inclusion communication plan template: Developing a Residency Program Lorelei Rutledge, Jay L. Colbert, Anastasia Chiu, Jason Alston, 2019-04-15 Library residency programs can be a great opportunity for early-career librarians to learn on-the-job-skills, determine their interests in librarianship, and develop a valuable career network. Likewise, such programs benefit the profession, the hosting organizations, and other organizational stakeholders. Developing a Residency Program: A Practical Guide for Librarians draws together scholarly literature, best practices, and the experiences of the authors and their contributors to provide practical advice about how to develop and manage a library residency program. The first two chapters of this book offer a brief overview of library residency programs and illustrate the benefits that such programs can provide. Chapters 3 describes strategies for building support for such a program, while Chapters 4 and 5 provide insight on best practices for structuring a residency program. Chapter 6 focuses on the recruitment and hiring process, emphasizing the need for a reasoned and objective approach to selecting a candidate. Chapters 7 and 8 offer best practices for preparing for new resident’s arrival and onboarding the resident successfully. Chapter 9 offers ideas for how to assess and evaluate multiple aspects of the residency program, while Chapter 10 focuses on supporting the resident after the residency is over. In each chapter, the authors include practical tips and tools to make each part of the planning and management process easier. |
| diversity and inclusion communication plan template: The New Talent Acquisition Frontier Edna Chun, Alvin Evans, 2023-07-03 Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards • Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global marketplace• Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face• Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress• Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches• Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity effortsFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors’ point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today’s rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations – the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) – to illustrate the dynamic intersection between HR and diversity practices. |
| diversity and inclusion communication plan template: Engaging Virtual Environments Joanne Ricevuto, Laura McLaughlin, 2023-07-03 In a classroom setting interaction among students is the norm. How do you replicate that informality, spontaneity, and focus online? This book provides you with a framework to think about the different kinds of engagement you want to foster -- whether participation, collaboration, or quick feedback -- and then introduces you to available online tools, some of which may be in your LMS, offers practical tips, and guides you to how make the most of commonly available technologies to achieve your goals.Within the context and progression of a course -- from developing a welcome page, presenting yourself and the purpose of your course, to icebreakers, assignments, and alternative forms of assessment -- the authors introduce you to a range of easy-to-use online tools that they have introduced to the faculty and teachers in their classes, and that foster active learning and student engagement. In doing so they provide a checklist that you can also access and print from the Web, to help you review additional tools from the wide and ever-growing range of tools that are available online and determine whether they are appropriate for what you want to accomplish.This book will help you connect with students, whether you’re teaching synchronously or asynchronously, regardless of the devices students may be using; develop community; and introduce you to gamification to add enjoyment and variety to your students’ experience of your class.Recognizing that using new tools with confidence requires practice, the authors offer ideas for implementing them in private online spaces. Each chapter concludes with reflection questions that can be addressed individually by the reader or within a learning community to encourage faculty to work together and support each other in virtual teaching and learning. This book addresses the challenge of embracing new models of course offerings to students in the evolving landscape of virtual learning. |
| diversity and inclusion communication plan template: National Emergency Communications Plan U. s. Department of Homeland Security, 2012-12-11 Every day in cities and towns across the Nation, emergency response personnel respond to incidents of varying scope and magnitude. Their ability to communicate in real time is critical to establishing command and control at the scene of an emergency, to maintaining event situational awareness, and to operating overall within a broad range of incidents. However, as numerous after-action reports and national assessments have revealed, there are still communications deficiencies that affect the ability of responders to manage routine incidents and support responses to natural disasters, acts of terrorism, and other incidents. Recognizing the need for an overarching emergency communications strategy to address these shortfalls, Congress directed the Department of Homeland Security's (DHS) Office of Emergency Communications (OEC) to develop the first National Emergency Communications Plan (NECP). Title XVIII of the Homeland Security Act of 2002 (6 United States Code 101 et seq.), as amended, calls for the NECP to be developed in coordination with stakeholders from all levels of government and from the private sector. In response, DHS worked with stakeholders from Federal, State, local, and tribal agencies to develop the NECP—a strategic plan that establishes a national vision for the future state of emergency communications. To realize this national vision and meet these goals, the NECP established the following seven objectives for improving emergency communications for the Nation's Federal, State, local, and tribal emergency responders: 1. Formal decision-making structures and clearly defined leadership roles coordinate emergency communications capabilities. 2. Federal emergency communications programs and initiatives are collaborative across agencies and aligned to achieve national goals. 3. Emergency responders employ common planning and operational protocols to effectively use their resources and personnel. 4. Emerging technologies are integrated with current emergency communications capabilities through standards implementation, research and development, and testing and evaluation. 5. Emergency responders have shared approaches to training and exercises, improved technical expertise, and enhanced response capabilities. 6. All levels of government drive long-term advancements in emergency communications through integrated strategic planning procedures, appropriate resource allocations, and public-private partnerships. 7. The Nation has integrated preparedness, mitigation, response, and recovery capabilities to communicate during significant events. The NECP also provides recommended initiatives and milestones to guide emergency response providers and relevant government officials in making measurable improvements in emergency communications capabilities. The NECP recommendations help to guide, but do not dictate, the distribution of homeland security funds to improve emergency communications at the Federal, State, and local levels, and to support the NECP implementation. Communications investments are among the most significant, substantial, and long-lasting capital investments that agencies make; in addition, technological innovations for emergency communications are constantly evolving at a rapid pace. With these realities in mind, DHS recognizes that the emergency response community will realize this national vision in stages, as agencies invest in new communications systems and as new technologies emerge. |
| diversity and inclusion communication plan template: The Diversity Style Guide Rachele Kanigel, 2018-10-15 New diversity style guide helps journalists write with authority and accuracy about a complex, multicultural world A companion to the online resource of the same name, The Diversity Style Guide raises the consciousness of journalists who strive to be accurate. Based on studies, news reports and style guides, as well as interviews with more than 50 journalists and experts, it offers the best, most up-to-date advice on writing about underrepresented and often misrepresented groups. Addressing such thorny questions as whether the words Black and White should be capitalized when referring to race and which pronouns to use for people who don't identify as male or female, the book helps readers navigate the minefield of names, terms, labels and colloquialisms that come with living in a diverse society. The Diversity Style Guide comes in two parts. Part One offers enlightening chapters on Why is Diversity So Important; Implicit Bias; Black Americans; Native People; Hispanics and Latinos; Asian Americans and Pacific Islanders; Arab Americans and Muslim Americans; Immigrants and Immigration; Gender Identity and Sexual Orientation; People with Disabilities; Gender Equality in the News Media; Mental Illness, Substance Abuse and Suicide; and Diversity and Inclusion in a Changing Industry. Part Two includes Diversity and Inclusion Activities and an A-Z Guide with more than 500 terms. This guide: Helps journalists, journalism students, and other media writers better understand the context behind hot-button words so they can report with confidence and sensitivity Explores the subtle and not-so-subtle ways that certain words can alienate a source or infuriate a reader Provides writers with an understanding that diversity in journalism is about accuracy and truth, not political correctness. Brings together guidance from more than 20 organizations and style guides into a single handy reference book The Diversity Style Guide is first and foremost a guide for journalists, but it is also an important resource for journalism and writing instructors, as well as other media professionals. In addition, it will appeal to those in other fields looking to make informed choices in their word usage and their personal interactions. |
| diversity and inclusion communication plan template: What Works Iris Bohnet, 2016-03-08 Shortlisted for the Financial Times and McKinsey Business Book of the Year Award A Financial Times Best Business Book of the Year A Times Higher Education Book of the Week Best Business Book of the Year, 800-CEO-READ Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions. “Bohnet assembles an impressive assortment of studies that demonstrate how organizations can achieve gender equity in practice...What Works is stuffed with good ideas, many equally simple to implement.” —Carol Tavris, Wall Street Journal “A practical guide for any employer seeking to offset the unconscious bias holding back women in organizations, from orchestras to internet companies.” —Andrew Hill, Financial Times |
| diversity and inclusion communication plan template: Legal Systems and Skills Scott Slorach, Scott (Professor and Director of Learning & Teaching Slorach, Professor and Director of Learning & Teaching University of York), Judith Embley, Catherine (Reader in Practice-Informed Legal Education Shephard, Reader in Practice-Informed Legal Education Manchester Law School Manchester Metropolitan University), Peter (Associate Professor and Programme Director Goodchild, Law Conversion Courses University of Law), 2023-06-05 The most practical foundation for law students, combining content on the English legal system, academic and professional skills, and commercial awareness and employability.Legal Systems & Skills is the essential contemporary toolkit for law students, equipping them with the tools they need to thrive in their academic studies and onto employment.· Accessible and engaging, with a wide range ofpedagogical features to help students to apply their knowledge and think critically about the law· Learning supported by annotated documents, real-life examples, flowcharts, and diagrams, providing visual representationsof concepts and processes· Comprehensive content on employability, including CV preparation and transferable skills, alongside features like 'Practice tip', 'What the professionals say' and 'Selling your skills'· Expanded coverage on sentencing, the judiciary, new routes into the legal professions, and legal technology· New content on retained EU law, following post-Brexit changes· New chapter on revision and assessment includingtopics on SBAQs, online assessment, and physical and mental wellbeingDigital formats and resourcesThe fifth edition is available for students and institutions to purchase in a variety offormats, and is supported by online resources. · The e-book offers a mobile experience and convenient access along with functionality tools, navigation features and links that offer extra learning support: www.oxfordtextbooks.co.uk/ebooks · The online resources include self-test questions and links to useful websites for each chapter, interactive diagrams, guidance on thepractical exercises, and sample interview questions. |
| diversity and inclusion communication plan template: Creating a Competency Model for Diversity and Inclusion Practitioners Indra Lahiri, 2008 This report sets out a new and unique competency model for 21st century D&I practioners. |
| diversity and inclusion communication plan template: Stan Lee Bob Batchelor, 2017-09-15 The Amazing Spider-Man. The Incredible Hulk. The Invincible Iron Man. Black Panther. These are just a few of the iconic superheroes to emerge from the mind of Stan Lee. From the mean streets of Depression-era New York City to recipient of the National Medal of Arts, Lee’s life has been almost as remarkable as the thrilling adventures he spun for decades. From millions of comic books fans of the 1960s through billions of moviegoers around the globe, Stan Lee has touched more people than almost any person in the history of popular culture. In Stan Lee: The Man behind Marvel, Bob Batchelor offers an eye-opening look at this iconic visionary, a man who created (with talented artists) many of history’s most legendary characters. In this energetic and entertaining biography, Batchelor explores how Lee capitalized on natural talent and hard work to become the editor of Marvel Comics as a teenager. After toiling in the industry for decades, Lee threw caution to the wind and went for broke, co-creating the Fantastic Four, Spider-Man, Hulk, Iron Man, the X-Men, the Avengers, and others in a creative flurry that revolutionized comic books for generations of readers. Marvel superheroes became a central part of pop culture, from collecting comics to innovative merchandising, from superhero action figures to the ever-present Spider-Man lunchbox. Batchelor examines many of Lee’s most beloved works, including the 1960s comics that transformed Marvel from a second-rate company to a legendary publisher. This book reveals the risks Lee took to bring the characters to life and Lee’s tireless efforts to make comic books and superheroes part of mainstream culture for more than fifty years. Stan Lee: The Man behind Marvel not only reveals why Lee developed into such a central figure in American entertainment history, but brings to life the cultural significance of comic books and how the superhero genre reflects ideas central to the American experience. Candid, authoritative, and utterly absorbing, this is a biography of a man who dreamed of one day writing the Great American Novel, but ended up doing so much more—changing American culture by creating new worlds and heroes that have entertained generations of readers. |
| diversity and inclusion communication plan template: The Diversity Scorecard Edward Hubbard, 2012-07-26 'The Diversity Scorecard' is designed to provide step-by-step instructions, worksheets and examples to help diversity executives and managers analyze and track the impact of their diversity initiatives to mobilize the organization for strategic culture change. Diversity is not a program; it is a systemic process of organizational change that requires measurement for organizational improvement and success. Measuring the progress and results of diversity initiatives is a key strategic requirement to demonstrate its contribution to organizational performance. Diversity executives, professionals and managers know they must begin to show how diversity is linked to the bottom-line in hard numbers or they will have difficulty maintaining funds, gaining support, and obtaining resources to generate progress. Many organizations collect some type of diversity-related data today, even if it focuses only on Affirmative Action statistics. The Diversity Scorecard focuses on tools and techniques to make sure diversity professionals are collecting and measuring the right type of data that will help ensure the organizations success both now and in the future. This book helps the reader spend some time thinking about what they currently measure and adding new measures to a database to track progress towards their diversity vision. The basic premises of this book are that it is important to develop measures that focus on the past, present, and future; and that measures need to consider the needs of the organizations diverse workforce, its work climate, diverse customers, the community, and shareholders. Part I of The Diversity Scorecard identifies the need for diversity measurement highlighting a business case for diversity and providing an introduction to diversity measurement. Part II of the book outlines the diversity return on investment (DROI) process taking you through step-by-step processes and techniques. Part III teaches you how to use measures in six key categories - Diversity Leadership Commitment, Workforce Profile Representation, Workplace Climate, Learning & Growth, Diverse Customer / Community Partnerships, and Financial Impact - to build a diversity scorecard that is aligned and linked with the business strategy of the organization. Finally, in Part IV, Dr. Hubbard discusses implementation issues involving strategic change procedures and techniques to avoid the pitfalls inherent in a diversity-based cultural transition process. |
| diversity and inclusion communication plan template: Joan Garry's Guide to Nonprofit Leadership Joan Garry, 2017-03-06 Nonprofit leadership is messy Nonprofits leaders are optimistic by nature. They believe with time, energy, smarts, strategy and sheer will, they can change the world. But as staff or board leader, you know nonprofits present unique challenges. Too many cooks, not enough money, an abundance of passion. It’s enough to make you feel overwhelmed and alone. The people you help need you to be successful. But there are so many obstacles: a micromanaging board that doesn’t understand its true role; insufficient fundraising and donors who make unreasonable demands; unclear and inconsistent messaging and marketing; a leader who’s a star in her sector but a difficult boss… And yet, many nonprofits do thrive. Joan Garry’s Guide to Nonprofit Leadership will show you how to do just that. Funny, honest, intensely actionable, and based on her decades of experience, this is the book Joan Garry wishes she had when she led GLAAD out of a financial crisis in 1997. Joan will teach you how to: Build a powerhouse board Create an impressive and sustainable fundraising program Become seen as a ‘workplace of choice’ Be a compelling public face of your nonprofit This book will renew your passion for your mission and organization, and help you make a bigger difference in the world. |
| diversity and inclusion communication plan template: The Chief Diversity Officer Damon A. Williams, Katrina C. Wade-Golden, 2023-07-03 This volume addresses the role of chief diversity officers as coordinating and integrating diversity leaders in higher education and other sectors.Having established in a companion volume the parameters for an effective diversity strategy, the authors address such questions as: What is a chief diversity officer? How might we create dynamic chief diversity officer infrastructures? What models of CDO structure exist in the academy? What misperceptions often confound the work of officers and the institutions they work within? What key competencies are necessary to lead as a CDO? How does the CDO role compare across higher education, non-profit, and corporate sectors? And how might the role serve as an important contributor to a collaborative vision for change and transformation in the academy?This book begins by delineating the evolution of the chief diversity officer role in the academy. Drawing on extensive qualitative and quantitative research on CDOs conducted for the purposes of this volume, it describes how the scope and responsibilities are variously defined at the organizations where the position has been created, and offers insights into the complexities and challenges of the role.On the basis of this data and the literature on organizational design and change management, the authors define the requisite skills, knowledge and background to be effective, review the alternative organizational and governance structures under which CDOs operate, and in so doing present the Chief Diversity Officer Development Framework as a basis for recruiting candidates, for structuring the position to succeed, and for providing prospective and incumbent CDOs with a realistic sense of the scope of the role.This title is also available in a set with its companion volume, Strategic Diversity Leadership. |
| diversity and inclusion communication plan template: Physician Workforce Diversity Curtiland Deville, |
| diversity and inclusion communication plan template: The Big Book of Conflict Resolution Games: Quick, Effective Activities to Improve Communication, Trust and Collaboration Mary Scannell, 2010-05-28 Make workplace conflict resolution a game that EVERYBODY wins! Recent studies show that typical managers devote more than a quarter of their time to resolving coworker disputes. The Big Book of Conflict-Resolution Games offers a wealth of activities and exercises for groups of any size that let you manage your business (instead of managing personalities). Part of the acclaimed, bestselling Big Books series, this guide offers step-by-step directions and customizable tools that empower you to heal rifts arising from ineffective communication, cultural/personality clashes, and other specific problem areas—before they affect your organization's bottom line. Let The Big Book of Conflict-Resolution Games help you to: Build trust Foster morale Improve processes Overcome diversity issues And more Dozens of physical and verbal activities help create a safe environment for teams to explore several common forms of conflict—and their resolution. Inexpensive, easy-to-implement, and proved effective at Fortune 500 corporations and mom-and-pop businesses alike, the exercises in The Big Book of Conflict-Resolution Games delivers everything you need to make your workplace more efficient, effective, and engaged. |
| diversity and inclusion communication plan template: Religious Diversity in the Workplace Jawad Syed, Alain Klarsfeld, Faith Wambura Ngunjiri, Charmine E. J. Härtel, 2017-12-28 Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management. |
| diversity and inclusion communication plan template: Diversity and Inclusion in Global Higher Education Catherine Shea Sanger, Nancy W. Gleason, 2020-01-06 This open access book offers pioneering insights and practical methods for promoting diversity and inclusion in higher education classrooms and curricula. It highlights the growing importance of international education programs in Asia and the value of understanding student diversity in a changing, evermore interconnected world. The book explores diversity across physical, psychological and cogitative traits, socio-economic backgrounds, value systems, traditions and emerging identities, as well as diverse expectations around teaching, grading, and assessment. Chapters detail significant trends in active learning pedagogy, writing programs, language acquisition, and implications for teaching in the liberal arts, adult learners, girls and women, and Confucian heritage communities. A quality, relevant, 21st Century education should address multifaceted and intersecting forms of diversity to equip students for deep life-long learning inside and outside the classroom. This timely volume provides a unique toolkit for educators, policy-makers, and professional development experts. |
| diversity and inclusion communication plan template: Communicating Protected Areas Denise Hamú, Elisabeth Auchincloss, Wendy Goldstein, 2004 Protected areas operate within complex ecological and social systems, presenting challenges that cannot be resolved by technical solution alone. Achieving the management objectives of protected areas requires a social approach in which strategic communication is a key instrument. This publication explores the often underestimated potential of communication, sharing valuable experiences from protected areas across the world, drawing on papers presented at the Vth IUCN World Parks Congress, 2003 and others. |
| diversity and inclusion communication plan template: Resources in Education , 1998 |
| diversity and inclusion communication plan template: Lean In Sheryl Sandberg, 2013-03-11 #1 INTERNATIONAL BESTSELLER • “A landmark manifesto (The New York Times) that's a revelatory, inspiring call to action and a blueprint for individual growth that will empower women around the world to achieve their full potential. In her famed TED talk, Sheryl Sandberg described how women unintentionally hold themselves back in their careers. Her talk, which has been viewed more than eleven million times, encouraged women to “sit at the table,” seek challenges, take risks, and pursue their goals with gusto. Lean In continues that conversation, combining personal anecdotes, hard data, and compelling research to change the conversation from what women can’t do to what they can. Sandberg, COO of Meta (previously called Facebook) from 2008-2022, provides practical advice on negotiation techniques, mentorship, and building a satisfying career. She describes specific steps women can take to combine professional achievement with personal fulfillment, and demonstrates how men can benefit by supporting women both in the workplace and at home. |
SAMPLE DIVERSITY AND INCLUSION STRATEGY
This diversity and inclusion strategy provides us with a road map to create an inclusive workplace. To help us achieve this, we need the commitment of every employee to understand what we …
Inclusive Communication Plan - DAU
Welcome to your journey towards more inclusive communication! This workbook is designed to help you apply the principles of inclusive communication in your daily interactions. Use each …
Diversity and Inclusiveness Template SAMPLE - Denver
Diversity and Inclusiveness Template SAMPLE The Diversity and Inclusiveness template can be completed by any company. Listed below are elements that your plan should contain. 1) …
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Diversity Communication Plan Template. What are your key messages? Write a first draft of your diversity statement:
GUIDE TO DEVELOPING A STRATEGIC DIVERSITY, EQUITY …
A strategic diversity, equity and inclusion (DE&I) management plan can help an organization make the most of its diversity by creating an inclusive, equitable and sustainable culture and …
Inclusion Strategy Templates - Inclusive Employers
This factsheet offers some example templates for organisations looking to implement a strategy, or for those who may wish to start afresh. This style can be helpful for shorter term strategies …
TEMPLATE: DIVERSITY AND INCLUSION STRATEGY
TEMPLATE: DIVERSITY AND INCLUSION STRATEGY NOTE THAT THIS TEMPLATE IS A GUIDE ONLY – each organisation has its own planning and documentation protocols, and …
Template/Framework: Creating a Diversity & Inclusion Plan
Develop the D&I action plan with success measures, communicate the plan, monitor the plan, update the plan and sustain the plan?
Diversity and inclusion plan template for volunteer boards
As you work on your diversity and inclusion plan, a template can be useful to assist your efforts. This template can be used and adapted to your specific organization's needs and customized …
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Assess and review current communication strategies with community partners regarding DEIB. Identify gaps in communication efforts. FY2023 Identify targeted populations for increased …
Diversity, Equity & Inclusion Plan - ISC2
comprehensive diversity, equity and inclusion plan. Each phase provides the opportunity to examine where the organization is on its DEI journey, develop organization-focused goals and …
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2017-2020 UO Diversity Action Plan Template Instructions This template is for deans and vice presidents to use in preparing plans to increase diversity, equity, and inclusion in their units …
SAMPLE DIVERSITY AND INCLUSION STRATEGY - Cooper …
This diversity and inclusion strategy provides us with a road map to create an inclusive workplace. To help us achieve this, we need the commitment of every employee to understand what we …
Diversity and Inclusion Action Plan - WGEA
Communication Diversity initiatives and events are regularly held and communicated to all staff. Different communication models in team and staff meetings are piloted and Diversity inclusive …
Sample Diversity And Inclusion Communication Plan
Sample Diversity And Inclusion Communication Plan: Diversity, Equity, and Inclusion in Strategic Communications Lee Bush,Karen Lindsey,2024-08-15 Taking a DEI first approach this book …
Inclusive workplaces - Inclusive communication guide
This Inclusive communication guide is a working document developed by the Diversity, Culture and Engagement team to be used by managers, teams and individuals as a guide to building …
Diversity and inclusion plan template for volunteer boards
As you work on your diversity and inclusion plan, a template can be useful to assist your efforts. This template can be used and adapted to your specific organisation's needs and customised …
Diversity and inclusion plan template for volunteer boards
As you work on your diversity and inclusion plan, a template can be useful to assist your efforts. This template can be used and adapted to your specific organization's needs and customized …
Diversity and inclusion plan template for volunteer boards
As you work on your diversity and inclusion plan, a template can be useful to assist your efforts. This template can be used and adapted to your specific organisation's needs and customised …
DIVERSITY STRATEGIC AND ACTION PLAN 2021-2024
Assessment of Diversity, Equity and Inclusion Action Planning. Assisted by the Diversity Action Team, departments will identify action steps and assessment measures in support of the …
Department Workforce Diversity Plan - oeo.mo.gov
4 . III. Terms and Definitions . Diversity – involving people from a range of different social and ethnic backgrounds, genders, sexual orientations and abilities. Inclusion – an environment that …
DIVERSITY, EQUITY AND INCLUSION POLICY - Concern …
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Guide for CBDC and OSHC Services Providers - KU IDFM
What is a Strategic Inclusion Plan? A Strategic Inclusion Plan (SIP) is the Inclusion Support Programs (ISP) inclusion assessment and planning tool that supports educators in Early …
Creating an Inclusion Action Plan - People with Disability …
Creating an Inclusion Action Plan . An IAP sets out the ways in whichyour organisation plans to increase its accessibility to people with disability. W. omen with disability are the experts in this …
Diversity, Inclusion and Equity Proposal - MAGE
The MDHHS Diversity, Equity, and Inclusion Plan provides additional opportunities as well as recognizes potential challenges. Below are some strategies intended to proactively address …
CULTURAL COMPETENCY AND DIVERSITY POLICY AND …
copy of the Cultural Competency and Diversity Plan on the website: www.lahealthandrehab.org. LHRC will provide interpreter services to recipients and families as necessary when requested …
Diversity and inclusion plan template for volunteer boards
Ad hoc diversity and inclusion committee 1. The board 2. Communications committee Goal indicators Achieved board with 75% greater diversity 1.Stock each office with diversity and …
Diversity, Equity, & Inclusion Executive Summary
FRES Diversity, Equity, and Inclusion Strategic Plan . 6 | Page. Key Findings - Demographics of Respondents . Race and Ethnicity . Veteran and Disability Status Demographics Summary: • …
Cultural Competency Plan - Kaiser Permanente
The Hawaii Region’s Cultural Competency Plan is made available to providers at no charge. Providers receive an annual communication regarding the availability of the Cultural …
DHRM Mandated Reporting Activities for Human Resources
Apr 7, 2025 · Diversity, Opportunity, and Inclusion (DOI) DOI Plan Office and to the General Submit directly to hief rown’s Assembly diversity-opportunity-inclusion-plan.pdf (virginia.gov) 1- …
2021 Cultural Competency Plan - Carisk Partners
necessary changes to forms, electronic systems, and verbal communication standards. •Changing forms and ensuring adherence: Department managers and other administrative staff ...
Diversity, Equity, & Inclusion Plan - Washington State …
In July 2021, I signed WSDOT Executive Order1119.00, an Anti-Racism Policy and Diversity, Equity and Inclusion Planning document. As the steward of the statewide multimodal …
INSTITUTIONAL EDI PLAN - Open University
It highlights the importance of increasing diversity and inclusion at all levels and in all areas for OU staff and students. The purpose of this inaugural EDI plan is to provide guidance and …
Designing Lessons for the Diverse Classroom - Florida …
Put the Plan into Action 81 Implement the Lesson 81 Reflect and Revise 82 A Final Word 83 ... Toward Successful Inclusion of Students with Disabilities: The Architecture of Instruction, …
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•Develop a communication plan for D&I activities. ... •Review exit interview template and process. • We remain committed to the D&I recommendations in the NZR Respect and ... EQUITY, …
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WSC Diversity & Inclusion Action Plan, Ver 1, Dec 23. Wincanton Swimming Club prides itself on providing a welcoming and inclusive environment for all our members. This Diversity & …
Diversity and Inclusion Action Plan - Gov
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Commission on Equity and Inclusion Strategic Plan and …
collectively drive meaningful change in supplier diversity, equity, and inclusion. Advocacy CEI is committed to being a vocal champion for diverse businesses and individuals, advocating for …
ACTION PLAN FOR INCLUSIVE EXCELLENCE TOOLKIT - Elliott …
collaboration between Elliott’s Office of Diversity and Inclusion (ODI) and our Council on Diversity and Inclusion . Inclusive excellence centers diversity, equity and inclusion into our core …
Diversity and inclusion plan template for volunteer boards
As you work on your diversity and inclusion plan, a template can be useful to assist your efforts. This template ... communication, helping you to become an efficient and effective board. …
Diversity, Equity, and Inclusion Committee Charter
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DEI ACTION PLAN & SCORECARD
The DEI Action Plan and Scorecard template are tools created to help leaders, marketers, advertisers, media, and ... Jackie Hunter, Senior Director, Diversity/Inclusion and Talent …
A TOOLKIT FOR RECRUITING AND HIRING A MORE DIVERSE …
The core values of University Health Services (UHS) reflect a strong commitment to diversity, equity, and inclusion. In order to provide high quality, culturally competent care to clients, it is …
Creating a diversity, equity, and inclusion strategy - ccdi.ca
Throughout this toolkit we use the acronym DEI (diversity, equity, and inclusion). Your organization and others may use any number of acronyms including D&I (diversity and …
Diversity and Equity - NHCC
a complete diversity evaluation and implementation plan, and develop strategic diversity practices and leadership within the system. In undergoing this process, institutions can ensure that …
Diversity, Equity, & Inclusion Plan - Washington State …
In July 2021, I signed WSDOT Executive Order 1119.00, an Anti-Racism Policy and Diversity, Equity and Inclusion Planning document. As the steward of the statewide multimodal …
ABC, Inc. Cultural Competency and Diversity Plan
This plan describes our current initiatives toward creating an environment that welcomes and embraces diversity in its many forms and identifies our plan which specifies a set of objectives …
2022 Equal Employment Opportunity (EEO)/Diversity Best …
Vision for Success Diversity, Equity and Inclusion Taskforce) to identify strategies to increase the racial and ethnic diversity of the California community college workforce. In 2019, the ...
EQUAL EMPLOYMENT OPPORTUNITY PLAN - N.C.
SECTION I provides a brief introduction to the Plan. SECTION II provides the program elements required in the EEO Plan. This is also referred to as the narrative portion of the EEO Plan. …
Equity, Diversity, Inclusion and Accessibility (EDIA) Action Plan
Jun 30, 2023 · Accessibility and Inclusive Communication. 1. D 2020-175: Directing the Department of Personnel and Administration to Lead State Action on Equity, Diversity, and …
State of Wisconsin Department of Revenue
including the State Student Diversity Internship program, the annual state Diversity Awards, the noncompetitive appointment for certain disabled veterans’ program, the W-2 program, the …
5-Step Roadmap to Diversity, Equity, and Inclusion Success …
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Diversity, Equity, Inclusion and Belonging Action Plan 2024 …
Approach to developing this Action Plan Diversity, equity and inclusion audit (April 2024) A diversity, equity and inclusion audit was completed in April 2024, the first of its kind for the …
Heath Town Swimming Club
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Diversity, Equity, & Inclusion (DEI) Plan - Oregon.gov
OGEC Diversity, Equity, & Inclusion Plan . Oregon Government Ethics Commission – Diversity, Equity, & Inclusion Plan 2024 4 . Monitor & Evaluation . Monitor: OGEC will work to build …
Paper-based Strategic Inclusion Plan - kdfc
A Strategic Inclusion Plan (SIP) is the Inclusion Support Programs (ISP) inclusion assessment and planning tool that supports educators in Early Childhood ... Diversity in Educator Team: …
2014 NASA Diversity and Inclusion Assessment Survey
Recommendations for Action Planning Using the Action Plan Template To help address diversity and inclusion problems, challenges, or opportunities based on the 2014 NASA Diversity and …
Adaptive Strategic Planning for Inclusive Excellence
and outline a work plan. • The Office of Institutional Diversity will remain available throughout the diversity strategic planning process to provide technical assistance and facilitation where …
Universitywide Diversity Strategic Planning Toolkit
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Diversity, Equity, and Inclusion Plan - Oregon.gov
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STRATEGIC PLAN TO ADVANCE RACIAL EQUITY, DIVERSITY …
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Workplace Diversity and Inclusion Plan 2023-2025
Our Workplace Diversity and Inclusion Plan 2023-2025 16 Plan overview 22 Operationalising the plan 23 Roles and responsibilities 23 Governance 24 Timing of implementation 25 ...
Recommendations for Internal Diversity, Equity and …
SHORT-TERM DEI PLAN (12 MONTHS) The Think Tank recommends the adoption of a shorter-term DEI plan to guide the organization’s work while the longer-term plan is being developed. …
Inclusion & Diversity - TMEC
This Inclusion and Diversity Industry Roadmap 2024 is a companion guide to the Inclusion and Diversity Industry Blueprint 2024. We hope that this Roadmap, in conjunction with the …
Fiscal Year 2021-2026 Inclusive Diversity Strategic Plan - NRC
Diversity and Inclusion Policy Statement ... APPENDIX C—Reserved for Comprehensive Diversity Management Plan Template..... 29. 1 | Page A Message from the Executive Director for …
GENDER EQUALITY STRATEGY AND ACTION PLAN
2020 Strategic Plan, the Gender Equality Strategy and Action Plan demonstrates our commitment to a dynamic and innovative culture. Fostering a culture of inclusion and diversity is crucial to …
INCLUSION AND DIVERSITY ACTION LAN - eacea.ec.europa.eu
Inclusion and Diversity Action Plan (Action Plan), building upon the Commission strategic framework. To facilitate the implementation of the Action Plan, a Network of inclusion officers …
DIVERSITY PLAN TEMPLATE FOR GRADUATE DEGREE …
Suggested Template for a Diversity Plan [Briefly summarize worksheet components into a diversity plan for the unit or program of interest] Diversity Plan Vision Stated Vision for …
STRATEGIC PLAN 2022–2027 - Department of Consumer Affairs
changes made to support Diversity, Equity, Inclusion and . Accessibility (DEIA). 3.14. Add DEIA accomplishments to the annual report template to ensure boards and bureaus continue …
