BUILD A SUSTAINABLE CULTURE OF BELONGING

Equity, Diversity and Inclusion

Results

Over the course of the consulting engagement we establish specific ED&OI outcome metrics and key performance indicators based on your vision, areas of focus and strategies.

Example Metrics:

  • % workforce completed DE&I education
  • % participation in Employee Resource Groups
  • # of diverse organizations engaged
  • Employee inclusion and belonging survey
  • Intercultural competency assessment
  • Diverse representation in recruiting, promotion, retention
  • Job level representation
  • Representation among suppliers and vendors
  • Sales growth correlated to DE&I employee engagement metrics
  • Net promoter score among diverse consumer populations
  • Brand sentiment correlated to DE&I community efforts
  • DE&I awards and recognition
  • Comparison to industry and geographic benchmarks

Consulting

I partner with you to strengthen and sustain a culture of belonging across three phases of engagement:

Prepare Leaders to Lead:

Strengthen your inclusive leadership skills, build your confidence to lead by example to foster a culture of belonging, put principles into practice through your daily leadership and align principles with organizational vision and values.

  • Inclusive leadership workshop
  • Inclusive leadership assessment
  • 1×1 ED&I leadership coaching
  • Vision and values alignment workshop

Engage Employees:

Foster a shared understanding of ED&I principles across the organization and make it easy and rewarding for everyone to contribute to a culture of belonging.

  • Inclusion and belonging survey
  • Employee interviews and focus groups
  • ED&I concepts and competencies education and workshops
  • Employee engagement strategy development (e.g. ERGs/D&I councils)

Embed ED&I into Daily Operations:

Apply an inclusive lens to strategy, planning and decision-making throughout the organization to drive ED&I outcomes.

  • ED&I capabilities review
  • ED&I strategy map and operating principles
  • Outcome metrics and KPI development
  • Change management and communications strategies

Results

Over the course of the consulting engagement we establish specific ED&OI outcome metrics and key performance indicators based on your vision, areas of focus and strategies.

Example Metrics:

  • % workforce completed DE&I education
  • % participation in Employee Resource Groups
  • # of diverse organizations engaged
  • Employee inclusion and belonging survey
  • Intercultural competency assessment
  • Diverse representation in recruiting, promotion, retention
  • Job level representation
  • Representation among suppliers and vendors
  • Sales growth correlated to DE&I employee engagement metrics
  • Net promoter score among diverse consumer populations
  • Brand sentiment correlated to DE&I community efforts
  • DE&I awards and recognition
  • Comparison to industry and geographic benchmarks

Courses and Workshops to Simplify ED&I

My online course and workshops will help you foster a shared understanding of ED&I concepts across the organization and put principles into practice right away. For the most impact, I recommend pairing my online course with one or two facilitated workshops (live or in-person).

The online course covers equity, diversity and inclusion foundational principles, barriers to belonging (e.g. unconscious bias) and inclusive leadership skills needed to bridge between diversity and inclusion. Content is packaged in easy to digest micro-video format. On demand access allows employees to watch on their own time and is ideal for organizations with large and/or dispersed employee populations. Course includes a study guide to support learning. Download complete course outline HERE and watch intro to online course below:

Facilitated dialog session for employees to share reflections from the online course in small break out groups. This approach helps employees internalize ED&I concepts and provide opportunity to deepen relationships with colleagues.

Many companies wonder why their ED&I efforts fail to produce their desired results. The key to achieving sustainable outcomes is to consider each decision in your diversity and inclusion strategic planning process from an inclusive lens before taking action. In this workshop I guide your team through a problem-solving methodology that integrates equity, diversity and inclusion principles with design thinking to help you develop better strategies to achieve your diversity recruiting and other ED&I related desired outcomes.

Diversity exists in many forms – gender, ethnicity, age, experience, background, working styles and thoughts – to name a few. These differences can challenge workplace values, relationships and team productivity. When managed effectively, however, diversity can be the catalyst for creative and innovative solutions and result in high performing teams and impactful outcomes. The challenge and opportunity for leaders is to create an environment in which all members of the team feel respected, included and appreciated as individuals while harnessing diversity to positivity impact shared business goals. In this webinar, you will learn why an inclusive mindset is one of the most important leadership competencies and what it takes lead with an inclusive mindset to positively impact day-to-day workplace experiences such as meetings to make diversity a differentiator for success.

The ability to bridge across differences to build a culture of belonging is one of the most important leadership skills. In this interactive workshop participants learn what belonging at work is and why it matters as well as what it takes to develop and demonstrate inclusive leadership and communication skills in order to contribute to a culture of belonging. Take-aways include:

  • Simplify and demystify foundational diversity and inclusion principles.
  • Learn what hinders and what helps to foster belonging.
  • Learn inclusive leadership and communication skills.
  • Brainstorm easy ways to apply skills in daily interactions with others to foster a culture of belonging.

Interested in scheduling an online course or workshop? Contact me.

Coaching to Develop Inclusive Leadership Skills

For leaders who want to really strengthen their ability to lead DE&I with courage and authenticity, I work with you on a 1×1 or small group basis to strengthen an inclusive mindset as a leadership competency through a process of self-reflection and practice. Coaching starts with taking the Intercultural Development Inventory (IDI), the premier assessment of intercultural competencies – your ability to effectively bridge differences and create an inclusive environment. Assessment results are used to establish personal goals and development plan.

Products to Boost Belonging

Contributing to a culture in which differences are valued and everyone feels that they belong requires curiosity and courage to broaden your perspective and deepen relationships. My resources help you understand foundational ED&I concepts and competencies and put principles into practice right away.

Equity, Diversity and Inclusion Concepts and Competencies online course + guidebook

The online course covers equity, diversity and inclusion foundational principles, barriers to belonging (e.g. unconscious bias) and inclusive leadership skills needed to bridge between diversity and inclusion. Content is packaged in easy to digest micro-video format. On demand access allows employees to watch on their own time and is ideal for organizations with large and/or dispersed employee populations. Get the most out of the course with access to additional resources, room to journal and planning templates to hold yourself accountable to implement tips from the course.

Interested in purchasing this course? Contact me.

50 Diversity and Inclusion Questions flipbook

Use these thought provoking questions with colleagues, friends and family to broaden your perspectives and deepen relationships with others. Examples:

  • What is the most defining moment of your life so far?
  • When was a time you had to agree to disagree?
  • What is a common misperception people have about you?

50 Everyday Acts of Inclusion flipbook

Commitment to developing and demonstrating inclusive leadership skills is essential for a sustainable culture of equity, diversity and inclusion. Implement these easy ways to foster belonging and embrace diverse perspectives. Examples:

  • Don’t introduce people just by their title. Add information that is unique to them.
  • At the end of a conversation, summarize what you learned so people feel accurately heard.
  • Let colleagues and your boss know what you have learned from them.

ED&I Jump Start Program for Small Companies

Just because you are a smaller organization with limited time and resources doesn’t mean you can not meaningful embed equity, diversity and inclusion into your culture. In fact, small companies have an advantage when it comes to building a sustainable culture of belonging because small efforts implemented consistently have big impact. I partner with you to implement these steps to jump start a sustainable culture of belonging:

Use my online course to foster a shared understanding of ED&I concepts across the organization. The online course covers equity, diversity and inclusion foundational principles, barriers to belonging (e.g. unconscious bias) and inclusive leadership skills needed to bridge between diversity and inclusion. Content is packaged in easy to digest micro-video format.

   

Equip employees to bridge across differences with dialog in order to practice inclusive communications skills, broaden perspectives and deepen relationships with colleagues.

Equip employees to approach daily interactions with others with an inclusive mindset in order to contribute to a culture of belonging.  

The belonging and inclusion survey provides a barometer on current company culture, strengths to build on and opportunities for improvement across three key components of an inclusive workplace: objectivity, belonging and a growth mindset. Employees also share feedback on how ED&I aligns with organizational vision and values and  opportunities to bring principles to life internally, with customers and with the community.. Input helps to inform ED&I long-term roadmap and near-term strategies.

I facilitate a workshop with leaders to use input from the belonging and inclusion survey to map out the ED&I vision, areas of focus and desired outcomes. Out of that, we will create a 3 year roadmap and one-year workplan to execute against.

You organize internally to support the one-year workplan and I will meet with a working team once a month to provide counsel and advice as the team executes against the workplan. I help trouble shoot challenges and provide suggestions and recommendations to ensure the work continues moving forward in order to achieve desired results.

Why Work With Me?

I’m passionate about simplifying and demystifying DE&I. In my humble opinion, we often make building a culture of diversity and inclusion much harder than it needs to be. Based on my experience leading diverse teams in five different countries and leading DE&I for a Fortune 100 company, DE&I is all about embracing an inclusive mindset rooted in curiosity and compassion towards others and a broad definition of diversity that is inclusive of all dimensions that make everyone unique. These values and competencies can be sustainably embraced by all organizations – even with limited resources or little representation of visible diversity – and by individuals at all levels within the organization.

The best way to get to know me, my POV and capabilities is to review my bio and DE&I blogs and interviews below:

Testimonials

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