The “P” in PATHS stands for Plan. This is an essential step in creating an inclusive workplace. In order to advance D&I (Diversity and Inclusion) initiatives and drive meaningful change, organizations need to establish clear goals and strategies.

Planning is the foundation for all D&I efforts and should be approached systematically and strategically. To start, organizations should conduct a diversity audit to assess the current state of their D&I initiatives. This audit should include a review of company policies, practices, and culture to identify areas for improvement.

Once areas for improvement have been identified, organizations should set specific, measurable targets for advancing D&I. These targets should align with the organization’s overall goals and be tailored to the unique needs of the organization and its employees. For example, an organization may set a goal to increase diversity in leadership positions or to provide D&I training for all employees.

In addition to setting goals, organizations should also develop a clear strategy for achieving these targets. This may involve revising HR policies, implementing employee training programs, or promoting diverse representation in leadership positions. Engaging employees, stakeholders, and other relevant parties in the planning process is also important to ensure that all perspectives are considered.

By following a systematic and strategic plan, organizations can ensure that their D&I efforts are effective and sustainable. The “P” in PATHS provides a crucial starting point for creating a more inclusive workplace and should be approached with care and consideration.