Author: Lerato Tsebe

SayPro Regular DEI Reporting

SayPro Produce quarterly DEI reports for leadership that track progress on recruitment, retention, and advancement of underrepresented groups, as well as any identified areas for improvement SayProCHCR

SayPro Ensure that the Board of Directors receives updates on DEI progress and challenges SayProCHCR

SayPro Employee Satisfaction and Inclusion Survey

SayPro Conduct biannual surveys to assess the level of satisfaction, engagement, and inclusion for underrepresented groups.

SayPro Use survey results to improve retention strategies and ensure underrepresented employees feel supported and valued.

SayPro Retention and Advancement Metrics

SayPro Measure retention rates for underrepresented groups compared to the overall employee population and track promotion rates of underrepresented employees SayProCHCR

SayPro Set a target to improve retention rates for underrepresented groups by 15% within the next year SayProCHCR

SayPro Metrics and Accountability

SayPro Diversity Recruitment Metrics
Track the percentage of candidates from underrepresented groups at each stage of the recruitment process (e.g., applicants, interviewees, hired candidates) SayProCHCR

SayPro Set a target to increase the hiring rate of underrepresented groups by 25% over the next two years SayProCHCR

SayPro Fair Performance Management and Career Progression

SayPro Ensure that all performance reviews are objective, transparent, and free from bias, focusing on employees’ contributions, achievements, and potential for growth SayProCHCR

SayPro Implement a fair promotion process to ensure that underrepresented employees have equal opportunities for career advancement SayProCHCR

SayPro Goal: Review and update the performance management system within the next year to ensure fairness and equity for all employees, particularly underrepresented groups SayProCHCR

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