Provide how and when your organization will measure how effective your new process is. Clearly choose the type of evaluation you will use and why.

reference:

new process mentioned in the question

Step 1: Set a Diversity baseline

You can't set objectives and get where you want to go if you don't know where you're starting. Assess your current workforce and look at the demographics of your team members. Compiling data on your organization's employees will reveal trends and areas that need improvement. Some data points to look at when you're looking at your employee body should include race, ethnicity, age, disability status, veteran status, gender identity and expression, and more. This information will be invaluable while mapping out your diversity and inclusion strategy.

Step 2: Identify the area of concern in business

It is important to find out what your team members think about your workplace culture and current practices. Do they feel like they are part of an inclusive organization? When it comes to creating a diversity and inclusion action plan, your workforce is your best resource. Listen to what your team members say about your organization's culture, representation, and what issues they see in the workplace.

Step 3: Define a metrics for diversity success

Every Diversity action plan must have clear goals. Many diversity programs fail because organizations fail to set concrete goals and metrics of success from the beginning. Organization should seek to increase the percentage of non-white employees or choose to measure the change in racial representation. Diversity, equity, and inclusion professionals specialize in creating and implementing actionable Diversity plans for organizations. To have an effective diversity program, you need to decide where you want to go before you figure out how you're going to get there.

Step 4: Set the journey towards diversity and inclusion

Once you've decided what your organization wants to focus on and you've collected the necessary data to determine your starting point, it's time to create some actionable steps towards building a diverse and inclusive workplace. Whatever your goals, be sure to establish a timeline and clear expectations. Everyone should know what they are responsible for, what the target is, and when/how your organization will assess progress.

Step 5: Measure, review and retry

As we've already mentioned, creating a diverse and inclusive workplace isn't a quick process. The only way to know for certain is to measure and keep track of your chosen metrics. Solicit feedback from employees to find out what's changed for the better and what hasn't. The results of these initiatives should be disseminated throughout the company. Everyone at every level should be able to view the latest information on how your business's diversity strategy is performing. Transparency is vital when it comes to diversity and inclusion. Potential candidates look to Diversity stats as a barometer to determine whether it has an inclusive culture.