Promoting equity, inclusion, and belonging (EIB) has become essential fororganizations. To effectively address these values, institutions can either create a separate EIB strategic plan or embed EIB principles into their overall strategic plan. In this blog post, we’ll explore the key differences between these two approaches and how they impact an organization’s commitment to EIB.

1. Standalone EIB Strategic Plan:

A standalone EIB strategic plan refers to a dedicated document that focuses solely on EIB initiatives and objectives. Here are some crucial aspects of this approach:

a. Targeted Focus:

One of the primary advantages of creating a separate EIB strategic plan is the ability to concentrate exclusively on EIB initiatives and objectives. This focused approach allows organizations to:

a. Clearly Define Objectives: With a dedicated plan, organizations can articulate and define their specific goals, targets, and metrics for achieving equity, inclusion, and belonging. This clarity ensures that EIB efforts are not diluted amidst other strategic priorities.

b. Align Resources: A standalone plan provides a framework for aligning resources, be it financial, human, or technological, towards the pursuit of EIB goals. This targeted allocation helps ensure that adequate support and investment are directed towards EIB initiatives.

c. Responsiveness to Priorities: An independent EIB plan allows for greater flexibility and adaptability in addressing emerging challenges or shifts in priorities related to equity, inclusion, and belonging. It enables organizations to stay attuned to societal changes and respond effectively.

b. Exhaustive Detail:

Another advantage of a standalone EIB strategic plan lies in its ability to delve into greater detail about EIB-related initiatives. This level of specificity offers benefits such as:

a. Clear Roadmap: A dedicated plan enables the organization to outline a detailed roadmap, complete with specific actions and strategies needed to achieve EIB goals. It provides a step-by-step guide for implementation with clearly defined milestones along the way.

b. Enhanced Accountability: A focused plan allows for robust monitoring and evaluation mechanisms, enabling organizations to tangibly measure progress against EIB targets. This accountability fosters a sense of transparency, ensuring commitment to continuous improvement.

c. Stakeholder Engagement: A comprehensive plan promotes better engagement with internal and external stakeholders. By articulating specific strategies and objectives for EIB, organizations can gather input, collaboration, and support from various parties, amplifying their impact.

c. Visible Commitment:

Using a standalone EIB strategic plan demonstrates a visible commitment to equity, inclusion, and belonging. This has several benefits, including:

a. Reputational Advantage: Publicly showcasing an organization’s standalone EIB plan sends a strong message of dedication, signaling to stakeholders, potential employees, and customers that EIB is a fundamental priority.

b. Recruitment and Retention: A clear commitment to EIB can attract like-minded individuals who are passionate about inclusive values. Organizations with a standalone EIB plan may be viewed as more attractive workplaces, leading to increased talent retention and recruitment success.

c. Compliance and Compliance and Compliance and Compliance and Compliance and Compliance and Compliance and Compliance: Public and regulatory expectations are increasing regarding EIB. A standalone EIB plan helps organizations demonstrate their compliance with legal and regulatory requirements and may lead to improved relationships with regulatory bodies.

2. Embedding EIB Into a Strategic Plan:

Alternatively, organizations can choose to integrate EIB principles into their broader strategic plan. Here’s what distinguishes this approach:

a. Comprehensive Integration:

Embedding EIB into a strategic plan ensures that equity, inclusion, and belonging are not treated as standalone initiatives, but as integral components of every organizational process. This approach brings about the following benefits:

a. Cultural Transformation: By integrating EIB into the strategic plan, organizations reinforce a cultural shift, embedding inclusive values into the fabric of the organization. It becomes a shared responsibility for all stakeholders and promotes a more inclusive and equitable workplace culture.

b. Synergy with Organizational Goals: When EIB principles are integrated into the strategic plan, they become aligned with the overall strategic directions of the organization. This integration ensures that EIB goals are not overshadowed by other strategic priorities and are given the necessary attention at all levels.

c. Long-term Sustainability: By integrating EIB, organizations establish a commitment to sustained progress and longevity. EIB becomes a continuous focus, rather than a one-time initiative, ensuring that equity, inclusion, and belonging permeate all aspects of the organizational strategy.

b. Holistic Influence:

By embedding EIB into the strategic plan, EIB principles influence decision-making and action throughout the organization. This influence leads to the following advantages:

a. Consistent Prioritization: EIB considerations become an inherent part of decision-making processes, guiding actions across various departments and functions. This consistent prioritization helps avoid relegating EIB to the sidelines and promotes its integration as a core organizational value.

b. Holistic Approach: EIB, when embedded into the strategic plan, encourages a systemic approach towards inclusive practices within an organization. It prompts organizations to address both visible and underlying systemic causes of inequity, leading to more comprehensive and impactful change.

c. Cross-functional Collaboration: Integrating EIB into the strategic plan fosters collaboration among departments, as they collectively work towards EIB goals. This collaboration encourages shared responsibility, knowledge exchange, and the formation of inclusive practices across the entire organization.

c. Consistent Progress:

While embedding EIB into a strategic plan offers a broader and more integrated approach, it also supports consistent progress by:

a. Continuous Integration: By integrating EIB principles into the overall strategic plan, organizations ensure that EIB considerations are consistently applied to all decision-making processes. This integration prevents EIB from being an afterthought or neglected area of focus.

b. Ongoing Evaluation: Embedded EIB goals and strategies are subject to regular evaluation and review as part of the overall strategic plan assessment. This ensures that EIB efforts are continuously assessed and refined, promoting sustained progress over time.

c. Accountability Across Functions: Embedding EIB into the strategic plan fosters accountability for EIB outcomes across different departments and functions within the organization. This increases the likelihood of consistent progress and shared responsibility towards achieving EIB goals.

Both standalone EIB strategic plans and embedding EIB into a strategic plan have their strengths and considerations for organizations. The former allows for a targeted focus, exhaustive detail, and visible commitment to EIB. On the other hand, the latter approach promotes comprehensive integration, holistic influence, and consistent progress.

Ultimately, the decision between these two methods depends on the organization’s goals, priorities, and current state of EIB within their operations. Regardless of the chosen approach, embracing EIB is crucial for fostering an inclusive environment and unlocking the full potential of an organization.

If you’re an organization either beginning your EIB journey or are mature in your process, then let’s set up a 30 minute call to discuss your needs.