D&I policy and strategy for an institution is a document which describes the organisational approach to diversity, equality, and inclusivity (DEI). Its main objective is “to improve workforce diversity, participation, representation, and experiences for diverse groups. These groups may be disadvantaged or underrepresented due to their culture, religion, age, gender, sexual orientation, ability, race, ethnicity, geographic location, and other characteristics”. D&I strategy sets institutional goals, including 1) fostering an understanding of the organisational culture vis-à-vis equality and diversity, 2) enhancing the creation of diverse and inclusive working conditions, 3) describing the priorities and metrics used to evaluate the progress in achieving equality, 4) monitoring the current situation in the organisation, and 5) setting the communication frameworks and rules of inclusive language throughout the organisation. What is more, such document indicates roles and responsibilities of different groups of stakeholders who are affected or might be affected by the organisation’s D&I actions and interventions.

Source: “The Role of Stakeholder Engagement in DEI Programs”, https://simplystakeholders.com/dei-program-stakeholder-engagement/; HULT International Business School, “13 benefits and challenges of cultural diversity in the workplace”, https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/; United Way, “Diversity, Equity, & Inclusion – Definition, Examples”, 2022, https://unitedwaynca.org/blog/diversity-equity-inclusion/