Inclusion, Equity & Belonging Action Checklist

Meeting inclusion practices (check all that apply)

Use these prompts to improve participation and meeting norms.

Share agenda and materials in advance

Invite a rotating set of contributors to broaden perspectives

Use round-robin or directed questions to hear quieter voices

Monitor who speaks and for how long; act on imbalances

Set clear meeting norms (e.g., listen to understand)

Use chat or polls to capture input from all attendees

Offer multiple channels for input (voice, chat, anonymous)

Notes / observations from recent meetings

Describe examples where inclusion worked well or where improvements are needed. Include specific names, dates, or artifacts if helpful.

Hiring & interview checks

Practical steps to reduce bias and broaden opportunity in recruiting and selection.

Assemble diverse interview panels

Use structured interview guides and scored rubrics

Consider anonymized resume screening where practical

Post roles in diverse networks and communities

Provide bias-awareness training for interviewers

Key hiring metrics to track (example)

e.g., % of panels with >1 underrepresented member; % of hires from targeted outreach channels.

Accessibility reminders

Basic checks to make meetings, documents, and spaces accessible to people with diverse needs.

Provide live captioning or transcripts for meetings

Add descriptive alt-text to shared images and slides

Share materials in accessible formats (large print, tagged PDFs) in advance

Confirm physical spaces are accessible (ramps, seating)

Offer language or interpretation support when needed

Notes: accommodations requested or planned

List accommodations, who requested them, and current status.

Recognition & rewards equity

Checks to ensure recognition, promotions, and rewards are distributed fairly and transparently.

Track who receives public recognition and for what contributions

Ensure stretch assignments and visibility opportunities are equitably distributed

Use transparent criteria for awards, raises, and promotions

Encourage diverse nominations for recognition programs

Mentoring and development alignment

Checks to broaden access to mentoring, sponsorship, and development pathways.

Use structured mentor-matching processes

Encourage active sponsorship for underrepresented staff

Track access to training and development opportunities

Offer rotations or cross-training to broaden experience

Approximate % of team members with an assigned mentor or sponsor

Move the scale to indicate approximate coverage (0–100).

1.0 10.0

Quarterly fairness review date

Enter the date (YYYY-MM-DD) of this review.

Quarterly fairness review: summary of findings

Summarize key observations, trends, metrics, and supporting evidence.

Planned actions and owners

List concrete actions, owners, and target dates. Be specific and measurable.

Priority level for actions

Select an overall priority for the planned actions.

Confidence that planned actions will be implemented

Select an approximate confidence level.

Low

Somewhat

Likely

Very likely

Links to supporting evidence or documents

Paste links to dashboards, reports, meeting notes, or artifacts that support the review.

Additional notes

Any extra context, considerations, or follow-ups.

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Inclusion, Equity & Belonging Action Checklist

Inclusion, Equity & Belonging Action Checklist

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