Supportive Systems, Structures and Facilities
This third component focus on various practical ways in which the organisation can support DEIB.
On a structural level the organisation can
appoint managers to oversee and be acountable for various DEIB functions,
select and capacitate an Employment Equity Committee that is responsible for developing and implementing equity plans, monitoring progress, advising on policies, promoting awareness and education about equity issues, ensuring legal compliance, and facilitating communication between employees and management on matters related to employment equity.
launch DEIB Employee Resource Groups (ERGs) that enable DEID by providing support and networking, advising on company policies, boosting employee engagement and professional development, assisting in diverse talent recruitment and retention, and engaging in community outreach and social responsibility initiatives.
Appoint and train Champions who will promote and integrate DEIB within the organization by advocating for DEIB principles, leading initiatives and projects to enhance DEIB, serving as role models and mentors, facilitating training and awareness programs, and driving positive cultural change.
We don’t have an accountable manager or functional EE committee that guide DEIB
Help client to identify senior manager accountable for DEIB, train and capacitate EE committee to fulfil its mandate.
Accountable structures that monitor progress, identify developmental areas and guide strategic transformation plans.
We do not have functional Employee Resource Groups (ERGs) or affinity groups
Launch, train and capacitate ERGs to serve as supportive and advisory DEIB structures.
Functional ERGs that (1) enable DEIB support and networking, (2) advise on company policies, (3) boost employee engagement and professional development, (4) assist recruitment and retention of diverse talent, and (5) engage in community outreach and social responsibility initiatives.
Transformation manager has no support in rolling out initiatives and entrenching DEIB practices
Appoint and train internal Champions (Diversity train-the-trainer). Coaching & Mentoring programmes. Develop Allies and Upstanders.
The organisation has Internal champions who will advocate for DEIB, lead initiatives and projects to enhance DEIB, serve as role models and mentors, facilitate training and awareness programs, and drive positive cultural change.
Our environment is not disability friendly
Conduct Disability Inclusion and Accommodation audit. Consult to the process of reasonable accommodation.
Inclusive environments for persons with disabilities.
Environment and technological systems are not inclusive
Consult for fit-for-purpose workplace and tools, universal design of environments and reasonable accommodation.
Enabling people with disabilities to be fully factional.