Diversity and Inclusion needs to be something that every single employee in the company has a stake in.
Diversity, Equity, & Inclusion
Diversity, equity, and inclusiveness should be at the forefront of every company’s strategy for success. Organizations may want to move fast on DE&I initiatives, but changing corporate culture is not an overnight fix. It is a process and a habit that takes time to embed. Our process facilitates a rebuild led by research and new insights to create an inclusive organization. Working on an inclusive leadership identity at the top will in turn trickle down to the staff level, then the organization can work on the institutional and structural implementation of filling the pipeline with diverse talent and filter DE&I as a norm in the organizational culture.
Our DEI Model
LEVEL ONE: PERSONAL
Are your people aware of their personal culture bias?
- Cultural competency
- Implicit bias
- Cultural awareness
This level is the foundation of diversity, equality, and inclusiveness (DE&I). One must know the history of race and class in their communities. Individuals should understand their own identity, power, privilege, and how they affect their work, relationships, and impact. Lastly, they should believe in the potential of other individuals to grow and develop in DE&I.
LEVEL TWO: INTERPERSONAL
Are your personal relationships equitable?
- Patters of privilege
- Tone policing
Relating means building trustful, meaningful relationships across levels and groups and adapting to work collaboratively with all teammates. Communication is at the forefront of an inclusive culture. Through identity work, leaders should have a good grasp on their own triggers and engage productively in dialogue and race and class discourse or simply bring up any conflict.
LEVEL THREE: INSTITUTIONAL
Are institutional policies and norms equitable within your organization?
- Equity tools
- Leveraging Diversity
The third level recognizes that cultural bias and oppressive assumptions become embedded in the policies and procedures of an organization. Acting on equity includes identifying cultural breaches and taking active steps with appropriate urgency to address the challenge. Organizations value diversity by being open to different ways of being and thinking by understanding that this change can achieve better outcomes and results.
LEVEL FOUR: STRUCTURAL
Does your organizational structure promote diversity, equity, inclusion and justice?
- Poser analysis
- Policy and procedure review
- Leadership commitment
Distinguishing cultural differences and differing work styles from true performance challenges will help leaders seek out and leverage skills, traits and characteristics that may be unrecognized or undervalued in the dominant culture. This is where cultural competence comes into play. Seek out articles on culture or resources to help you understand different cultures and experiences.