What is really essential is to understand what you have; understand your organization's "as is" picture. This "as is" picture will help you decide if diversity is about women, indigenous, multiculture or abilities. In order to do this you need to firstly identify what you have within the organization, it is also important to have evidence. Next step is to look at a prospective strategy that should be implemented, and figure out what the organization needs to get there; for example to attract your base employees you need to look like someone from the country's population demographics. Therefore, you model this scenario that you want to achieve and look at what your organization presently has, to successfully measure the gap between the two in order to identify what you will be working with. Using that gap you can the suggest an appropriate timeline and adequate activities for the organization to implement; whether it is recruitment, if it is changing the employer proposition, if it is conducting different types of sourcing or if it is building capabilities bottom up in indigenous communities so people are interested. Once you understand the gap between the "as is" and "to be" the timelines and activities will automatically flow. It is critical that there is immense awareness and diversity training given to people so that you create an inclusive culture around your diversity plan.

Read More: www.PeoplesHR.com

Marianne Roux,
Executive General Manager,
People & Culture,
Cricket Australia.