Author: Lerato Tsebe

SayPro Regular DEI Feedback and Listening Sessions

SayPro Conduct regular listening sessions and surveys specifically for underrepresented groups to gather feedback on their experiences at SayPro and identify any challenges they may be facing SayProCHCR

SayPro Implement a feedback loop where actionable insights from these sessions are used to improve DEI initiatives SayProCHCR

SayPro Goal: Conduct at least 2 listening sessions annually and integrate feedback into the organization’s DEI strategy SayProCHCR

SayPro Inclusive and Supportive Workplace Culture

SayPro Foster a culture of inclusion by promoting open dialogue on diversity-related issues, providing safe spaces for employees to share their experiences, and addressing any concerns related to discrimination or harassment promptly SayProCHCR

SayPro Celebrate cultural diversity through events, recognition programs, and internal communications to promote inclusivity SayProCHCR

SayPro Goal: Achieve an annual employee engagement score of 85% or higher related to inclusivity and belonging for underrepresented employees SayProCHCR

SayPro Career Development and Training Opportunities

SayPro Offer targeted career development programs and training opportunities to underrepresented groups to ensure they have the skills and support needed for advancement SayProCHCR

SayPro Ensure that all employees, regardless of background, have equal access to leadership and skills development programs SayProCHCR

SayPro Goal: Offer at least 2 career development programs annually specifically for underrepresented employees SayProCHCR

SayPro Mentorship and Sponsorship Programs

SayPro Implement mentorship and sponsorship programs that pair underrepresented employees with senior leaders to provide career guidance and increase opportunities for career advancement SayProCHCR

SayPro Focus on ensuring that underrepresented employees receive the same access to high-visibility projects, leadership development opportunities, and promotions SayProCHCR

SayPro Goal: Provide mentorship to 100% of underrepresented employees within their first 6 months and track career progression SayProCHCR

SayPro Retention Strategy for Underrepresented Groups

SayPro Employee Resource Groups (ERGs) and Networking

– SayPro Create and support Employee Resource Groups (ERGs) to provide a sense of community for underrepresented employees, facilitating networking, mentorship, and advocacy SayProCHCR

– SayPro Promote cross-functional collaboration between ERGs and leadership to ensure visibility and support for their initiatives SayProCHCR

SayPro Goal: Establish at least 3 active ERGs with at least 50% employee participation from underrepresented groups within the first year SayProCHCR

SayPro Internship and Apprenticeship Programs for Underrepresented Groups

SayPro Launch internship and apprenticeship programs targeting students and early-career professionals from underrepresented groups to build a strong pipeline for future talent SayProCHCR

SayPro Provide mentorship opportunities during the programs to guide participants toward full-time employment SayProCHCR

SayPro Goal: Establish 3 new internship or apprenticeship programs annually for underrepresented groups SayProCHCR

SayPro Diverse Interview Panels

SayPro Ensure that interview panels are diverse, representing a variety of perspectives and backgrounds, to create a more inclusive evaluation process SayProCHCR

SayPro Goal: Achieve diverse interview panels for 100% of hiring processes SayProCHCR

SayPro Inclusive Sourcing and Talent Pool Development

SayPro Use diverse sourcing techniques, such as working with recruitment firms that specialize in underrepresented groups, using AI tools that promote inclusive sourcing, and leveraging social media platforms to engage a diverse audience SayProCHCR

SayPro Build and maintain an active talent pool from underrepresented groups by proactively reaching out to candidates for future job opportunities SayProCHCR

SayPro Goal: Expand the talent pool with at least 20% of candidates from underrepresented groups SayProCHCR

SayPro Unconscious Bias Training for Hiring Managers

SayPro Provide mandatory unconscious bias training for all hiring managers and interviewers to minimize bias in the hiring process SayProCHCR

SayPro Implement structured interview processes with standardized questions to ensure fairness SayProCHCR

SayPro Goal: Ensure that 100% of hiring managers complete unconscious bias training within 6 months SayProCHCR

Building Partnerships with Diverse Organizations

Partner with organizations that support underrepresented talent, such as minority professional associations, diversity-focused job fairs, and nonprofit organizations that specialize in career development for underrepresented groups SayProCHCR
Collaborate with universities, especially those with strong diversity programs, to build pipelines of diverse talent SayProCHCR
Goal: Establish at least 5 new partnerships annually with diversity-focused organizations SayProCHCR