Justice, Equity, Diversity & Inclusion (JEDI) Action Plan
Secondary research supports the claim that companies which implement measurable DEI initiatives, employ a diverse workforce at each level of leadership, and support culturally inclusive practices, are more profitable (The Institute for Diversity Certification, 2018). Secondary research supports the claim that companies which implement DEI initiatives, employ a diverse workforce at each level of leadership and support culturally inclusive practices are more profitable (The Institute for Diversity Certification, 2018).
JEDI Actions Plans outline, define, and include manageable steps towards implementing diversity, equity and inclusion efforts across the organization.
JEDI Action Plans are appropriate for corporations, small business, & non-profits
Components of JEDI Action Plans:
I. JEDI Climate Assessment & Evaluation
II. Mission, Vision, Goals Review/Revision
III. Recruitment & Fair Hiring Practices
IV. Asynchronous DEI Training
V. Leadership Consultation & Mentorship
VI. Policy & Procedure Review/Revision
VII. Specialized Live DEI Training
VIII. Diversity, equity, and inclusion accountability, effectiveness, and collaboration
Cost available upon inquiry: email@example.com
A diverse and inclusive workforce benefits return on investment (ROI), productivity and contributes to a happy and healthy work environment. Secondary research demonstrates when employees self-report feelings of belonging and inclusion while at work, it positively impacts team problem-solving skills, work engagement, intent to stay, and employee innovation.
JEDI Action Plan describes the way an organization will meet objectives via detailed logic modeling which supports leadership in turning their visions into reality while increasing efficiency and accountability within an organization. JEDI Action Plans will illustrate cost-effectiveness and resource allocation throughout the duration of the plan as well as outline timeline and assessment measures.