Head of Diversity, Equity and Inclusion

Realising opportunities

Converting a high-level D&I strategy into an actionable delivery plan

Task
Develop D&I strategy
Create and implement a comprehensive, multi-year Diversity & Inclusion strategy that aligns with the organization's values and business objectives.
Subtask
Develop action plan
Create a detailed plan outlining specific initiatives, timelines, and responsible parties for implementing the D&I strategy.
Workflow
01Assemble the core strategic materials that reflect leadership intent and organisational priorities.
  • Current D&I strategy or vision statement
  • Business priorities for the next 1-3 years
  • Known representation gaps or risk areas
  • Any regulatory, investor, or public commitments
02Use LLM to structure and clarify the strategic intent.
Prompt
Below is our current D&I strategy, business priorities and known risk areas. Please summarise the core objectives, constraints and success criteria in a clear, structured way that could be used as the basis for building an implementation plan.

{PASTE D&I STRATEGY}

{PASTE BUSINESS PRIORITIES}

{PASTE RISK AREAS}
03Review and adjust the structured interpretation.
  • Check that the priorities reflect how leadership actually thinks about D&I
  • Clarify anything that is politically sensitive, underweighted or missing
04Use LLM to draft a first-cut implementation plan.
Prompt
Using the agreed objectives and constraints above, draft a D&I action plan that includes:
- Priority initiatives
- Indicative timelines
- Accountable owners
- Suggested success measures
05Refine and pressure-test the plan for delivery.
Prompt
Rework this plan for a 12-month delivery horizon. Highlight the highest-impact initiatives, major delivery risks, and any areas where leadership judgement or trade-offs will be required.
06Review, adjust and convert into final planning and presentation formats.
  • Apply senior judgement to validate priorities, scope and sequencing
  • Edit into formal plans, board decks or operating documents

Turning complex D&I data into leadership-ready insight

Task
Analyze D&I data
Utilize data and metrics to assess progress, identify gaps, and deliver actionable insights for continuous improvement.
Subtask
Evaluate data trends
Analyze the collected metrics to identify trends and patterns in diversity and inclusion efforts.
Workflow
01Collect the latest D&I metrics and data extracts.
  • Workforce representation tables
  • Hiring, promotion and attrition data
  • Previous period benchmarks
02Use LLM to analyse and interpret the data.
Prompt
Below are our latest D&I metrics. Please identify the most important trends, changes and potential risk areas, and explain what is driving them.

{PASTE DATA TABLES OR EXPORTS}
03Review and sense-check the interpretation.
  • Confirm trends align with organisational reality
  • Flag any misinterpretation or missing context
04Use LLM to translate the analysis into executive insight.
Prompt
Summarise these trends into five clear insights suitable for an executive committee, focusing on progress, risks and priority areas.
05Review and package the insights.
  • Refine language and emphasis
  • Insert into leadership or board materials

Creating an executive-ready D&I briefing from multiple inputs

Task
Advise executive leadership
Provide guidance and insights to executive leaders and HR teams on D&I priorities, risks, and regulatory requirements.
Subtask
Prepare advisory report
Create a comprehensive report summarizing findings, recommendations, and insights for executive leadership.
Workflow
01Assemble the inputs that leadership needs to see.
  • Latest D&I metrics and trends
  • Current strategy and initiatives
  • Known risks or regulatory issues
02Use LLM to draft a leadership briefing.
Prompt
Using the information below, draft a concise executive briefing covering current state, key risks, progress against goals and recommended actions.

{PASTE INPUT MATERIALS}
03Review and refine the narrative.
  • Adjust tone and emphasis for your leadership audience
  • Ensure politically sensitive issues are framed correctly
04Generate a board-level version if needed.
Prompt
Rewrite this briefing for a board audience: higher-level, shorter and focused on risk, reputation and strategic implications.
05Review and convert into formal reporting formats.
  • Edit into slide decks, board papers or briefing notes

Designing targeted D&I initiatives to address priority gaps

Task
Lead D&I initiatives
Drive initiatives aimed at enhancing representation, inclusion, and equity throughout the organization.
Subtask
Develop action plan
Create a strategic plan outlining specific initiatives and goals to improve diversity and inclusion.
Workflow
01Clarify the specific gaps and priorities to address.
  • Representation or engagement gaps
  • Leadership priorities
  • Constraints on budget or capacity
02Use LLM to propose targeted initiatives.
Prompt
Based on the priorities and gaps below, propose a set of D&I initiatives that would realistically improve outcomes. For each, explain what it would change and how success should be measured.

{PASTE GAPS AND PRIORITIES}
03Review and adjust the proposed initiatives.
  • Assess feasibility, political risk and likely impact
  • Remove or reshape anything that is unrealistic
04Stress-test the initiative set.
Prompt
Which of these initiatives is likely to face the most resistance, and what mitigations would be required?
05Finalise and integrate into delivery plans.
  • Incorporate into formal D&I plans and leadership communications

Synthesising employee feedback into a clear picture of inclusion and risk

Task
Develop D&I strategy
Create and implement a comprehensive, multi-year Diversity & Inclusion strategy that aligns with the organization's values and business objectives.
Subtask
Conduct needs assessment
Evaluate the current state of diversity and inclusion within the organization through surveys and interviews.
Workflow
01Collect qualitative feedback from across the organisation.
  • Survey free-text responses
  • Interview notes
  • Listening session outputs
02Use LLM to extract themes and sentiment.
Prompt
Below are survey responses and interview notes from our latest D&I listening exercise. Identify the main themes, areas of frustration, and positive signals.

{PASTE FEEDBACK TEXT}
03Review and sense-check the themes.
  • Confirm they reflect lived experience
  • Flag anything that needs deeper human follow-up
04Translate themes into leadership insight.
Prompt
Based on these themes, summarise the five most important cultural or inclusion issues leadership should address.
05Review and convert into diagnostic outputs.
  • Use this to inform strategy, priorities and leadership discussions