It’s exciting to realise that we are already ‘doing diversity’ but that we are not talking enough about it. We’re not telling people enough about why we do what we do and there’s no formal registration of it within the organisation yet. Gregory Nash, The Point, Eastleigh
The plan will need regular reviewing, perhaps through a series of monitoring meetings where the staff involved come together. You may want to set targets based on the plan, or linked to specific outcomes that you expect once elements have occurred.
The impact of your plan needs to be measured. If you take the steps you have determined, what effect should they have? How are you going to monitor that? The formation of an action plan is the beginning of the story and not the end.