consulting on diversity, inclusion, Equity, belonging and engagement
We are in an era where underrepresented groups no longer quietly allow inequalities to continue without raising their voices both individually and collectively. The murder of George Floyd, Breonna Taylor and so many others has raised awareness of systemic racial problems and seven in ten Americans are having conversations about race - something that is unprecedented. True support is growing from allies, with over 2/3rd of adults in the US supporting the Black Lives Matter movement, yet most corporate ED&I programs have never discussed race, power or privilege in diversity programs whose legacy has often been a gender initiative.
Those who who recognize diversity and creating a culture of inclusion and belonging at all levels and in the boardroom is a business imperative will realize greater innovation, attract and retain top talent, and enjoy greater profitability. Momentum is gathering and collectively companies know that everyone must be counted, heard, respected and regarded in order for them to remain competitive and relevant.
If you want every employee and everyone you work with; those who identify as men and women or gender non binary, those who identify as LGBT+, employees of any ethnicity, those with emotional or physical disabilities, young and old alike, those who are Black, White, and Brown to have greater opportunities to contribute and ultimately live up to their full potential, then action is required.
But often companies are at a loss as to what to do. They recognize that the old metrics driven programs, or just understanding unconscious bias hasn’t moved the needle, and at times have even alienated part of the workforce.
Those who who recognize diversity and creating a culture of inclusion and belonging at all levels and in the boardroom is a business imperative will realize greater innovation, attract and retain top talent, and enjoy greater profitability. Momentum is gathering and collectively companies know that everyone must be counted, heard, respected and regarded in order for them to remain competitive and relevant.
If you want every employee and everyone you work with; those who identify as men and women or gender non binary, those who identify as LGBT+, employees of any ethnicity, those with emotional or physical disabilities, young and old alike, those who are Black, White, and Brown to have greater opportunities to contribute and ultimately live up to their full potential, then action is required.
But often companies are at a loss as to what to do. They recognize that the old metrics driven programs, or just understanding unconscious bias hasn’t moved the needle, and at times have even alienated part of the workforce.
DE&I Framework for Consultation
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Our consultative approach is based on a strategic approach grounded in driving measurable results and based on an evaluation of baseline data taking your organization from where they are to the next level and beyond. After we clarify the strategy, we assist in identifying policies, processes and/or programs, as well as a prioritized action plan for implementation as well as success metrics.
Our work supports the company in creating a DE&I strategy ensuring:
•Tight alignment with the overall business vision, strategy, and values
•Institutionalization of policies and processes that support and accelerate DE&I goals
•Leveraging the three tactics that drive measurable results:
Our work supports the company in creating a DE&I strategy ensuring:
•Tight alignment with the overall business vision, strategy, and values
•Institutionalization of policies and processes that support and accelerate DE&I goals
•Leveraging the three tactics that drive measurable results:
- Hiring, Developing and Promoting Qualified Diverse Talent,
- Leader Accountability,
- Creating/Strengthening an Equitable Inclusive Work Culture
Our strategic approach begins with an assessment of the existing programs, progress made, and review demographic data.
We also review policy process/practice and program evaluation – so that DE&I can be integrated into existing processes/practices and policies can be modified as needed.
In addition, we harness learnings from employee listening sessions, social media posts, claims etc. so that we understand the culture and the issues and challenges.
A competitive analysis and best practice review are added and we provide an executive summary that is inclusive of a Maturity Model, DE&I Dashboard, recommendations and goals as well as metrics.
This approach allows us to launch or up-level DE&I efforts and transition a strong initiative that is integrated into the business to an internal team to continue the work.
We also review policy process/practice and program evaluation – so that DE&I can be integrated into existing processes/practices and policies can be modified as needed.
In addition, we harness learnings from employee listening sessions, social media posts, claims etc. so that we understand the culture and the issues and challenges.
A competitive analysis and best practice review are added and we provide an executive summary that is inclusive of a Maturity Model, DE&I Dashboard, recommendations and goals as well as metrics.
This approach allows us to launch or up-level DE&I efforts and transition a strong initiative that is integrated into the business to an internal team to continue the work.