Come up with a diveristy plan that will help manage the workforce.
Create a Timeline – Your Diversity Plan must include a timeline of execution and measurement, in addition to the other components of the plan. You must designate a specific time to implement the plan, how often you will check in to see how each of the metrics it is targeting are doing, even a plan for gathering feedback and making necessary changes. Without a timeline, it is easy to lose track of your Plan and to start heading toward failure.
-Timeline can be about 5 steps, each step can be 2-3 sentence.
A paragraph on INVESTMENTS – It is also important for a plan’s success to designate the types of resources it will need to be successful. Resources could be money (for example, offering translated documents to clients, bringing in trainers or changing company marketing materials all cost money), people (for example, people in different departments could be designated to be on the Diversity Committee, people can help by serving on the Advisory Board, or people are also resources in terms of the feedback they offer during a climate survey) or even physical (for example, is your office accessible to people with disabilities? Do the materials in your office represent all the people who should be included? Is the set-up of your office friendly and welcoming for all of your employees?)