client case study
Inclusion, equity, and diversity (IED) detailed implementation plan
Client:
A large Australian government agency with over 6,000 employees operating globally, responsible for advancing Australia’s international interests through foreign, trade, and development policies.
Overview:
The client, a key government department, is dedicated to promoting Australia’s international interests.
Understanding that a diverse and inclusive workforce is essential for effective diplomacy and collaboration, the client has committed to advancing its Inclusion, Equity, and Diversity (IED) strategy, which has been endorsed and launched by senior government leadership.
Problem:
Following the successful launch of its DE&I strategy, the client recognised the need for a comprehensive and actionable plan that outlined the specific steps required to achieve its diversity objectives.
The challenge was to define clear actions, prioritise them effectively, and ensure alignment with the department’s broader organisational goals.
Approach/scope:
Sans Prejudice Solutions was engaged to play a critical role in the design and delivery of the client’s IED strategy implementation plan. The approach included several key initiatives:
Action planning & prioritisation
Development of a structured framework to rank and prioritise actions related to inclusion, equity, and diversity to ensure they align with organisational objectives.
Long-term plan development
Creation of a detailed five-year action plan, intended for review and endorsement by the relevant committee, to maintain a sustained commitment to inclusion, equity, and diversity within the organization.
Project & change management
Development of an engagement pack and reporting structure to effectively manage project outcomes and drive organisational change.
Measurement plan
Establishment of a comprehensive impact measurement plan including leading and lagging indicators, as well as qualitative and quantitative metrics for each action category.
Key outcomes:
1. Structured action framework
The prioritised action framework enabled DFAT to focus on key initiatives that would drive impactful changes in its workplace culture.
2. Comprehensive long-term plan
The five-year actionable plan set clear long-term goals and commitments, ensuring that inclusion and equity remained a priority for the organisation.
3. Effective change management
The engagement pack and reporting structure facilitated transparent communication and accountability, supporting successful project execution.
4. Data-driven measurement
The detailed measurement plan allowed the client to effectively assess progress and impact, fostering continuous improvement in its IED initiatives.
Functions performed:
Strategic leadership engagement
Conducted in-depth interviews with over 30 senior leaders to identify strategic priorities, risks, and leadership accountabilities for inclusion initiatives, ensuring that diverse perspectives were integrated into the planning process.
By partnering with Sans Prejudice Solutions, the client successfully laid the groundwork for a robust IED implementation plan that not only aligns with their organizational objectives but also fosters a workplace culture characterized by inclusion, equity, and diversity. This initiative positions the organization for greater effectiveness in its global engagement efforts.
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