Help me develop a diversity and inclusion deliverable that is fair, specific, and consistent with our stated policies. Do not assume that demographic groups think or need the same things, and do not invent employee experiences, survey findings, legal requirements, or company commitments. Deliverable needed: [DELIVERABLE] Organization and audience: [ORGANIZATION AND AUDIENCE] Relevant policy, values, and constraints: [POLICY AND CONSTRAINTS] Known evidence and feedback: [EVIDENCE AND FEEDBACK]
Decision-maker and timing: [OWNER AND TIMING]
First, identify the purpose, affected groups, and decisions this work can and cannot make. Then produce the deliverable in a format appropriate to the request. If it is a plan, include objective, current-state evidence, barriers in the process or environment, actions, accountable owners, timeline, measures, and review cadence. If it is a communication, include audience, plain-language message, concrete action, feedback route, and accessibility considerations. If it is a process review, map the steps where inconsistent treatment or adverse impact could arise and propose neutral, job-related, consistently applied controls.
Use respectful, plain language. Distinguish inclusion goals from quotas and avoid tokenizing people. Recommend voluntary, privacy-conscious methods for collecting feedback; do not request sensitive personal data unless there is a clear authorized purpose. State where HR, legal, an accessibility specialist, employee representatives, or affected stakeholders should review the work.
Before answering, check that every proposed action is tied to a stated problem or evidence source. Check that metrics measure process and outcomes without exposing identifiable employee data. Ask up to 3 clarifying questions only if a required input is missing.Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [DELIVERABLE] | State the item you need, such as an inclusion plan, manager message, event brief, or hiring-process review. | A six-month inclusion action plan for hybrid team meetings and promotion discussions. |
| [ORGANIZATION AND AUDIENCE] | Describe the organization, location, audience, and relevant workforce context. | US-based software company with 240 employees; managers and people operations are the audience. |
| [POLICY AND CONSTRAINTS] | Paste applicable values, HR policies, legal guidance, budget, timing, or approval limits. | Use our equal employment and accessibility policies; $8,000 training budget; legal review before policy changes. |
| [EVIDENCE AND FEEDBACK] | Provide approved survey themes, process data, listening-session notes, or other factual evidence. | Engagement comments mention remote staff being interrupted in meetings; promotion packets vary widely by department. |
| [OWNER AND TIMING] | Name who will approve or deliver the work and the required deadline. | VP People owns approval; first draft is due May 10. |
How to use
- Paste approved policies and anonymized evidence, not raw employee reports or identifiable demographic data.
- Choose one concrete deliverable, such as a process review or manager communication, before running the prompt.
- Check that suggested actions address an observed barrier and have a named owner and measurement method.
- Follow up with: “Turn the plan into a manager checklist that preserves the same policy boundaries.”
Variations
Hiring process
Use to review an interview or hiring process for consistent, job-related treatment.
Review this hiring process for fairness and consistency: [PROCESS]. Role requirements: [JOB REQUIREMENTS]. Existing policy: [POLICY]. Available outcome data: [DATA]. Produce a stage-by-stage risk review covering sourcing, screening, interviews, scoring, decisions, accommodations, and recordkeeping. Recommend structured, job-related criteria and controls that apply consistently. Do not infer protected characteristics or make legal conclusions; identify questions for HR or employment counsel. Ask up to 3 questions only if required details are missing.
Manager message
Use to prepare a clear internal message about an inclusion-related action.
Draft an internal message about [ACTION OR CHANGE] for [AUDIENCE]. Context we can state publicly inside the company: [APPROVED CONTEXT]. Required policy language: [POLICY LANGUAGE]. Feedback channel: [FEEDBACK CHANNEL]. Write a 250-word message with the reason for the action, what changes, what does not change, expected manager behavior, accessibility or accommodation contact, and next step. Avoid claiming unanimous views or outcomes not supported by evidence. Flag statements requiring HR or legal approval.
Listening session
Use to design a respectful session for gathering employee feedback.
Design a 45-minute employee listening session on [TOPIC] for [PARTICIPANTS]. Known context: [CONTEXT]. Privacy and escalation rules: [GUARDRAILS]. Produce a facilitator guide with purpose, voluntary participation language, opening ground rules, 6 neutral questions, how to handle harmful comments, how to capture themes without attribution, and what follow-up participants can expect. Do not promise confidentiality beyond the stated rules or suggest collecting unnecessary sensitive data. Ask up to 3 questions only if needed.
Tips
- Use process data, structured feedback themes, and policy text; do not let AI fill evidence gaps with plausible narratives.
- For hiring and promotion, center job-related criteria, consistent documentation, accommodations, and calibrated decision rules.
- Do not use an AI-generated message as a substitute for listening to affected employees or employee resource groups.
- Have HR and qualified counsel review changes that affect employment terms, protected data, or legal compliance.
FAQ
Can AI write a diversity and inclusion policy?
It can draft a starting point, but policy language needs review by HR, legal counsel, and relevant local experts before adoption.
What data should I give the model?
Use approved, aggregated, anonymized findings and the relevant policy. Avoid identifiable employee comments and sensitive demographic records unless your approved environment permits it.
How do I avoid performative recommendations?
Require each action to address a documented barrier, have an owner and deadline, and use a measurable process or outcome indicator.