Custom reporting for the self-study is broken down into three sections.
The first section is an itemized custom report. This section provides feedback on every response within the self-study. The feedback is provided within the framework of a SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis. The items the organization gained points on throughout the assessment are listed as strengths. These are areas in which your organization is meeting best practice standards related to diversity, equity, and inclusion (DE&I.) The items the organization did not earn points on throughout the assessment are listed as weaknesses. The Opportunities and Threats Sections include text fields for you to respond to questions to help guide your team in creating a SWOT analysis. Finally, this section includes text fields for your team to begin strategic planning in response to the SWOT analysis.
The second section of the report is a summary custom report. This section provides a summative report on your organization’s outcomes for each of the sections of the self-study. It includes an introduction to each domain, scoring and ranking for each section of the domain, and a description of the ranking which includes best practices for progressing the organization forward in each domain. These best practices may be used to support the creation of the SWOT analysis and strategic planning.
The third section can be used as a resource when completing the SWOT and strategic planning in section I. It includes a DE&I manual that corresponds with the self-study. Additionally, it includes a review of SWOT analyses and best practices for strategic planning for anyone on your team that may be involved in this process who needs to review the basic principles of both
STRATEGIC PLANNING TEMPLATE
This chart represents one way in which information can move through the process. However, planning efforts should respond to the needs of your campus and evolve in the order that will be most beneficial in your environment. It is important to remember that some areas of the process, such as values, will need to be considered multiple times and from multiple perspectives.
|
QUESTION TO BE ANSWERED |
STRATEGIC PLAN ELEMENT |
SUGGESTIONS |
| Where have we been? |
History |
If you have completed this process with BIRD before, then use the data and outcomes from your previous reports. If this is the first time you are completing this process with BIRD, you may use previous survey and assessment data to respond to this question. Quantitative data (focuses on numbers) may be included here as well as qualitative data (tells a story) that describes past performance within the organization related to DE&I initiatives. If none of the above has been completed before you can simply describe the origin of your mission and vision statement, and previous processes used to drive DE&I initiatives. |
| Where are we now? |
Context |
Reflect on how you performed on the self-study. |
| What is your organization’s vision for DE&I? |
Vision |
What would an ideal environment and cultural climate feel like if you were to accomplish your DE&I goals? |
| What is your mission driving your DE&I efforts? |
Mission |
This is different than a mission statement that most organizations have. Mission is defined as a specific task with which a person or a group is charged. Here you should describe what the desired outcome of your DE&I efforts are. Describe your organizational “why” that is driving your DE&I efforts. |
| What will guide the work we choose to do and the way we do the work (e.g. inclusively, multi-disciplinarily?) |
Values |
Create your DE&I value statements in this section. Related to DE&I – what’s important to your company, what does it prioritize, and how does it envision to conduct itself? |
| What is in the way of realizing our vision? |
Critical Obstacles |
List any constraints or potential barriers to carrying out your DE&I efforts. |
| What will we do to reach our vision? |
Strategic, Long-term Goals/Directions |
Reflect on best practices, items in the self-study, the general report, and the DE&I guide when constructing the response. |
| What will we do in year 1, year 2… |
Short-term Goals or Objectives |
Reflect on best practices, items in the self-study, the general report, and the DE&I guide when constructing the response. |
| How will we know if we are successful? |
Indicators of Success/Benchmarks |
Describe quantitative and qualitative benchmarks. |
| What infrastructure is needed to carry out the work in this plan? |
Infrastructure Assessment |
Organizational Infrastructure is the collection of business procedures and policies of a company based on defined responsibilities and duties of its employees. |
| What will we do in the next 3 months, six months, year, year 2, year 3… |
Implementation Plan |
Make sure these are specific, measurable, attainable, realistic, and timed (SMART) goals. |
| How will the plan be disseminated and to whom? |
Dissemination Plan Implementation Plan |
Often it is suggested that everyone within your organization and other key stakeholders are included to support the overall success of the plan. When you are disseminating information make sure you include various communication platforms and learning styles to ensure information is attained and retained. |
| How will we monitor the plan and assess our progress? |
Monitoring and Revising Strategic Plan |
Where will data be stored? How will data be shared? How will data be used to drive decisions within the organization that will support the plan? |
To reap the benefits of diversity, equity, and inclusion, an organization needs to collect data and insight to effect long-lasting improvements. Having a review system in place helps to root out biases with the goal of supporting the organization’s vision for diversity, equity, and inclusion.
This section will range from 0-23.2 points in total
Policy Audits
A policy audit is a systematic review of a set of policies, procedures, and practices that focuses on a particular area of business. Regarding DE&I, policy audits identify your organization’s challenges and areas of strength. This includes the recruiting process, compensation, growth, and policies.
It is imperative that policy audits embed Policy-Procedure-Practice GAP analysis.
Imagine there were no guidelines, regulations, training, or procedures at your organization. This would lead to deficiencies and mistakes in the workplace. A gap analysis is a way to compare current conditions and practices to identify gaps and areas in need of improvement with regards to compliance to the relevant standards. Gaps can be found in any process of an organization’s operation. A gap analysis is one of the best procedures to help lead an organization to not only improve their process, but recognize which processes need improvement.
For example, creating a policy gap analysis can address existing problems so that future action plans can be effective when it comes to providing needs of the business. The process of analyzing current policies can be useful as it can identify whether the current policies of the organization can really do something for the business. They showcase how policies impact the business, measure the effectiveness of current and potential new policies, and they promote healthy and effective discussions about policy development between stakeholders and various lines of business within an organization.
Identifying Gaps
Fill Gaps
Organizations should have management and staff members enrolled in various types of ongoing professional development that is geared towards an equitable lens or inclusive excellence. This should be embedded in the training program of each organization. At minimum, 20% of professional development trainings, sessions, and/or seminars should have a DE&I focus where all employees must recertify annually.
Professional development compliance must be addressed and measured quarterly, bi-annually, or annually on staff performance evaluations.
Implementing an organizational training program focused on diversity, equity, and inclusion proves a company respect differences and gives voices to people who are often underrepresented. A well-designed training program can lead to financial gains for the company, elevate employee morale, and increase customer satisfaction.
Strategic Planning for diversity, equity, and inclusion helps create a more inclusive, equitable, and sustainable culture and work environment. It is relevant to an organization’s mission and vision statements and requires active involvement from the organization’s leadership.