OVERVIEW

A focus that once lacked attention in the corporate world is now at the forefront of many businesses. Diversity, equity, and inclusion initiatives are widely spreading across industries with new roles, practices, and perspectives.

More companies than ever before are committing to inclusive and equal hiring and workplace environments that welcome people of all backgrounds.

Over the past five years, there has been a 71% increase in D&I roles globally.  If you’re not a part of this evolution, you’re left behind

One of the keys to building high performing leaders who are adaptive in this new global economy is to nurture the respect of inclusion.  A culture that doesn’t promote a diversity of perspectives stifles innovation, high performance, and employee engagement.

Many leaders struggle with how to manage inclusion in the workplace.  It is a constant work in progress, and definitely cannot not be treated as a ‘one-off’ initiative in order to be effective.

We love to challenge our clients to frame their inclusion approach in 3 steps:

1. Pursue inclusion:  Be intentional about inclusion initiatives such as creating a diverse pool of job and leadership candidates, encouraging open communication, and training managers on best practices in establishing inclusive cultures.

2. Create inclusion:  Actively infuse inclusion tactics in all normal business and work responsibilities.

3. Own inclusion:  Drive individual accountability for inclusion to all employees in the organization by reinforcing strategies, tactics, and initiatives which increase personal buy-in.

Our consulting practice helps in 5 major areas:

• Program Strategy:  Creating a comprehensive, ongoing diversity and inclusion strategy which will be embedded into the organizational culture
• Program Design:  Designing Inclusion programs which contain an ideal mix of development and engagement components
• Program Facilitation:  Facilitating customized learning programs with practical strategies that each employee can implement immediately
• Program Measurement:  Linking inclusion programs to business results through a dashboard of metrics
• Continuous Improvement:  Facilitating post mortem sessions to evaluate attainment of inclusion program goals and metrics;  Makes recommendations for future course corrections and/or improvements.