Diversity, Equity, and Inclusion (DEI) Program with Goals and Metrics
Structures a DEI program with diagnostic assessment, measurable goals, and actions across diversity pillars.
Create a DEI program that moves from talk to action—with current-state diagnosis, numerical targets, concrete initiatives, and governance that ensures execution and accountability.
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Prompt objective
Create a DEI program that moves from talk to action—with current-state diagnosis, numerical targets, concrete initiatives, and governance that ensures execution and accountability.
Real use case
A beverage company published an ESG report with a goal of 50% women in leadership by 2030, but currently sits at 28%. Their current DEI program focuses on talks and awareness months, with no impact on the numbers. The new Diversity Director wants a structured program that moves metrics, not just perception.
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Prompt
Create a Diversity, Equity, and Inclusion (DEI) program for [COMPANY NAME], in the [INDUSTRY] sector, with [NUMBER] employees.\\\\\\\\n\\\\\\\\n**Current state diagnosis (demographic data):**\\\\\\\\n- Gender: [%] women overall / [%] in leadership / [%] at C-level\\\\\\\\n- Race/ethnicity: [%] Black or mixed-race employees overall / [%] in leadership\\\\\\\\n- Disability: [%] of workforce (labor law requires [%] quota for companies with [NUMBER]+ employees)\\\\\\\\n- LGBTQIA+: data available? [YES/NO]\\\\\\\\n- Age distribution: [BREAKDOWN]\\\\\\\\n- Pay gap: [DATA IF AVAILABLE]\\\\\\\\n\\\\\\\\n**Goals for [TIMEFRAME]:**\\\\\\\\n- Goal 1: [INDICATOR] from [BASELINE] to [TARGET]\\\\\\\\n- Goal 2: [INDICATOR] from [BASELINE] to [TARGET]\\\\\\\\n- Goal 3: [INDICATOR] from [BASELINE] to [TARGET]\\\\\\\\n\\\\\\\\n**Program by pillar:**\\\\\\\\n\\\\\\\\n**Pillar 1 — Gender Equity:**\\\\\\\\n- Attraction initiatives (affirmative job postings, organizational partnerships)\\\\\\\\n- Women-in-leadership mentorship program\\\\\\\\n- Policy review: parental leave, flexibility, harassment prevention\\\\\\\\n- Pay equity audit (methodology)\\\\\\\\n\\\\\\\\n**Pillar 2 — Racial Inclusion:**\\\\\\\\n- Affirmative trainee/internship program\\\\\\\\n- Racial literacy training for managers (hours, content)\\\\\\\\n- Partnerships: [ORGANIZATION NAMES]\\\\\\\\n- Addressing structural racism in promotion processes\\\\\\\\n\\\\\\\\n**Pillar 3 — Disability Inclusion:**\\\\\\\\n- Accessibility: physical, digital, communication (checklist)\\\\\\\\n- Inclusive recruitment process adaptations\\\\\\\\n- Specialized recruitment partners\\\\\\\\n- Team sensitization program\\\\\\\\n\\\\\\\\n**Pillar 4 — LGBTQIA+:**\\\\\\\\n- Chosen name policy\\\\\\\\n- Benefits: extension to same-sex partners, hormone therapy coverage\\\\\\\\n- Training for HR and managers on gender identity\\\\\\\\n- Confidential reporting channel\\\\\\\\n\\\\\\\\n**Pillar 5 — Generational Inclusion:**\\\\\\\\n- Apprenticeship and young talent program\\\\\\\\n- Professional inclusion for workers 50+ (combating ageism)\\\\\\\\n- Reverse mentoring (young employees coaching executives)\\\\\\\\n\\\\\\\\n**Governance:**\\\\\\\\n- Diversity committee: composition, meeting frequency, decision-making authority\\\\\\\\n- Dedicated budget: [AMOUNT]/year\\\\\\\\n- Reporting: quarterly dashboard to leadership\\\\\\\\n- ERGs (Employee Resource Groups): which to establish, how to fund\\\\\\\\n\\\\\\\\n**Communication:**\\\\\\\\n- Internal: DEI calendar (not just awareness months)\\\\\\\\n- External: ESG reporting, diversity certifications ([CERTIFICATION NAMES])\\\\\\\\n\\\\\\\\n**Tracking metrics:**\\\\\\\\n- Representation by hierarchy level (monthly)\\\\\\\\n- Pay equity (semi-annually)\\\\\\\\n- Turnover segmented by diversity group\\\\\\\\n- Inclusion score from climate survey\\\\\\\\n- Candidate experience NPS by demographic group\\\\\\\\n\\\\\\\\nConsider applicable labor regulations: disability employment quotas, pay transparency requirements, and workplace harassment prevention mandates.
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