Diversity, Inclusion and Belonging Program Development

Overview Client Name Withheld

Diversity and inclusion play a critical role in fostering innovation and problem-solving, boosting business performance and increasing shareholder value. One of our clients wanted to go beyond diversity and inclusion to create true cultural change in their organization by creating an environment of belonging. Having a sense of belonging allows employees to bring their best selves to work because they know their differences are valued and they clearly understand the ways in which their talents, beliefs, thoughts and experiences contribute to the organization’s success.


Blue created a 100-day action plan to quickly drive change within their organization. This action plan focused on developing a strategy, building empathetic leaders and evolving their human resources programs to be more inclusive. The plan included the following:

  • Establishing and presenting the business case for Diversity, Inclusion and Belonging (DIB), specifically how DIB would help achieve their business goals
  • Driving leadership involvement through interviews and action plans
  • Analyzing programs and policies to identify gaps and opportunities for sustained change
  • Establishing and engaging a DIB Steering Committee and employee business resource group that would lead and drive change in the organization
  • Developing a multiyear strategy, including goals, engagement activities, key stakeholder groups, training and metrics of success
  • Developing a DIB brand and communications strategy
  • Using tools to measure, track and communicate success


The first 100 days will set the foundation for establishing DIB as a core component of the organization’s values and culture, cultivate a sense of belonging and allow employees to embrace and value their differences so they can bring their best selves to the table and drive new levels of innovation in the organization. But this client knows that the work is not done after 100 days. Sustained change takes time and will require reinforcement from leadership, the DIB Steering Committee and Employee Business Resource Groups.

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