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Workbook 2.2 Person Centered Practice Across CulturesMaking the Business Case Why diversity is good for business July 2016This workbook has been developed for National Disability Services by: Barbel
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How to fill out getting serious about diversity

01
Identify key stakeholders in your organization who will be involved in the diversity initiatives.
02
Conduct a diversity assessment to understand the current state of diversity in the organization.
03
Set specific and measurable diversity goals that align with the overall business strategy.
04
Develop a diversity action plan with clear steps that need to be taken to achieve the goals.
05
Implement training programs to raise awareness and educate employees on diversity issues.
06
Create a system for tracking progress and evaluating the effectiveness of diversity efforts.
07
Regularly communicate about diversity initiatives and celebrate successes along the way.

Who needs getting serious about diversity?

01
Organizations looking to create a more inclusive and diverse workplace.
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Companies aiming to improve employee satisfaction and retention rates.
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Leaders who recognize the competitive advantage of a diverse workforce.

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Getting serious about diversity refers to initiatives and practices aimed at enhancing diversity, equity, and inclusion within organizations and communities.
Organizations, businesses, and entities that fall under specific regulatory requirements or those that have voluntarily committed to reporting their diversity metrics are required to file.
Filling out getting serious about diversity typically involves completing a standardized form that gathers information on diversity metrics, initiatives, and progress in a structured manner.
The purpose is to promote accountability, improve diversity and inclusion efforts, and assess the effectiveness of diversity initiatives within organizations.
Information includes demographic data on employees, diversity programs and initiatives, goals for diversity improvement, and outcomes of previous efforts.
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