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It guides users to define vision elements, select goals, actions, and measures, and place them into the template’s goals, actions, and measures areas. The menu structures work across multiple goals: increasing diverse workforce participation, building an inclusive and respectful culture, strengthening inclusive amenities and work practices, enhancing retention and career progression, and developing organisational capability through learning and awareness. 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Define your Vision as a part of the CICS Inclusion and Diversity Action Plan template.  \n2. Review the goals below and choose goals, actions, and measures that are practical and align with your organisations vision and values.  \n􀁸 Place any selected Goal under the CICS Inclusion and Diversity Action Plans template’s goals area.  \n􀁸 Place the relevant Action(s) for that goal under the CICS Inclusion and Diversity Action Plans template’s Actions area.  \n􀁸 Place the relevant Measure(s) for that goal under the CICS Inclusion and Diversity Action Plans template’s Measures area.  \no Metrics should be clearly one of three types:  \n􀂃 Input (actions delivered),  \n􀂃 Output (participation/usage),  \n􀂃 Outcome (change in representation or culture) .  \nGoal: Increase Diverse Workforce Participation  \nWhat we Want to Achieve:  \nAttract and retain a broader diversity of people in the workforce, with a strong emphasis on gender representation, visibility and pathways into the construction sector.  \nAligned to Culture in Construction Standard target: Women are represented and have pathways to careers and leadership.  \nActions  \n􀁸 Partner with mentoring programs to connect women and underrepresented workers with site and industry mentors.  \n􀁸 Support or attend career days for early career women and diverse talent.  \n􀁸 Integrate diversity targets into recruitment and selection processes (set and publish targets) .  \n􀁸 Attend networking, professional development, skills workshops , and industry events to increase organisational visibility and learning.  \nMeasures  \n􀁸 % increase in women and underrepresented workers in workforce roles (measured quarterly) .  \n􀁸 % increase in women in leadership/decision roles (tracked annually) .  \n􀁸 Number and diversity of participants in mentoring and career exposure programs.  \n􀁸 Participation rate of organisation in industry association events and partnerships.  \nGoal: Build a More Inclusive and Respectful Workplace Culture What we want to achieve  \nCreate a workplace environment that is free from offensive material and language, fosters respect, and supports diversity of thought and background.  \nAligned to Culture in Construction Standard target: Inclusive work environment and free from offensive material.  \nActions  \n􀁸 Implement inclusion training sessions for leadership and workforce (focus on bias, psychological safety, and bystander action) .  \n􀁸 Integrate myth-buster tools and inclusive behaviour content into induction and toolbox talks.  \n􀁸 Include CICS Digital Toolkit resources in site noticeboards/digital signs as ongoing reminders.  \n􀁸 Run guest speaker sessions on inclusion & allyship.  \nMeasures  \n􀁸 Number of training sessions / toolbox talks delivered and attendance levels.  \n􀁸 Pre-and post-training survey results on inclusion and respect (annual) .  \n􀁸 Workforce feedback from monthly wellbeing reporting and staff engagement surveys  \n􀁸 Count and trend of reported offensive material incidents and resolution outcomes.  \nGoal: Strengthen Inclusive Amenities and Work Practices What we want to achieve  \nEnsure physical sites, equipment and work practices are inclusive and supportive of diverse workers.  \nAligned to Culture in Construction Standard target: Provide amenities that support a diverse workforce.  \nActions  \n􀁸 Use the CICS Digital Toolkit Resources upgrade site amenities (Toilets and PPE) .  \n􀁸 Implement Flexible working using the CICS Digital Toolkit Time for Life Statement and / or Policy, Flexible work Form, and Flexible Working Consideration Guidelines.  \nMeasures  \n􀁸 Completion of inclusive amenities audit and actioning of recommendations.  \n􀁸 % of workers reporting that facilities meet their needs (monthly wellbeing reporting and staff engagement) .  \n􀁸 Consideration of, adoption , and","cbCaisbbeExik9gm","https://ap.wps.com/l/cbCaisbbeExik9gm","pdf",456767,6,"English","# Diversity and Inclusion Menu Purpose\n## How to use this resource\n## Goal: Increase Diverse Workforce Participation\n## Goal: Build a More Inclusive and Respectful Workplace Culture\n## Goal: Strengthen Inclusive Amenities and Work Practices\n## Goal: Enhance Retention and Career Progression\n## Goal: Build Organisational Capability through Learning & Awareness\n## Note to Self: Diversity and Inclusion Reporting","[{\"question\":\"How should selected goals, actions, and measures be placed into the CICS template?\",\"answer\":\"Place each selected Goal under the template’s goals area, the relevant Action(s) under the actions area, and the relevant Measure(s) under the measures area.\"},{\"question\":\"What types of metrics does the menu recommend using?\",\"answer\":\"Metrics should be one of three types: Input (actions delivered), Output (participation/usage), or Outcome (change in representation or culture).\"},{\"question\":\"What actions and measures support building an inclusive and respectful workplace culture?\",\"answer\":\"Actions include inclusion training, integrating myth-buster tools into induction and toolbox talks, using CICS Digital Toolkit resources on site reminders, and running guest speaker sessions. Measures track training and attendance, pre/post survey results, workforce feedback, and trends in reported offensive material incidents and resolutions.\"}]","Diversity and Inclusion Menu - Extension of CICS Diversity and Inclusion Action Plan - options | PDF"]