MAKE DEI THE WAY YOU DO BUSINESS

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Embracing DEI as an operating model means everyone approaches day-to-day work with an inclusive lens to make better decisions, improve team performance and achieve sustainable outcomes.

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Embrace DEI as an Operating Model. Not an Initiative.

When companies embrace diversity, equity and inclusion as an operating model versus an initiative, leaders and employees approach all interactions and decision-making with a diverse and inclusive mindset, making DEI the way they do business.

And this makes sense because embracing DEI is really good for business. Companies where employees feel a strong sense of belonging at work are 35 percent more likely to outperform their competition. They achieve increased innovation, improved team performance, and greater financial returns. And embracing DEI in the workplace brings a sense of joy, meaning, purpose and belonging to work.

The business case for DEI at work is clear, but we know that driving sustainable DEI change can feel overwhelming. With our Jumpstart DEI® Program, we simplify what it takes to embed equity, diversity and inclusion principles into your organization’s culture with doable and data-driven action steps.

Designed by workplace and leadership expert, Beth Ridley, the Jumpstart DEI® Program has helped executive teams successfully streamline time, effort and resources required to drive lasting DEI outcomes, starting with three simple steps.

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Embed DEI into Your Business with Three Simple Steps

We simplify what it takes to integrate diversity, equity and inclusion (DEI) practices throughout your business by providing a clear roadmap to improve the ability to recruit and retain top talent, enhance brand identity and increase profitability.

The Jumpstart DEI® Program Steps, Outcomes and Deliverables

1

INSPIRE LEADERSHIP COMMITTMENT

Leaders align around what DEI is, benefits and roadmap to achieve success. Leaders gain confidence to model DEI practices to lead by example.

Deliverables
  • DEI leadership assessments
  • Leadership team workshops
  • Online learning program
  • Goal setting and action planning
  • 1×1 coaching
  • Group coaching

2

IGNITE EMPLOYEE ENGAGEMENT

Employees apply DEI practices to increase collaboration and value creation by making DEI approachable and relevant to all company-wide.

Deliverables
  • Culture of belonging survey
  • Employee workshops
  • Online learning program
  • Learning application challenge
  • Employee ideas to inform DEI strategies

3

SUSTAIN BUSINESS IMPACT

Implement strategies to apply a DEI lens to policies, processes and programs to improve business outcomes on an ongoing basis.

 

Deliverables
  • DEI strategies and roadmap
  • DEI council to drive strategy execution
  • Best practices to embed DEI in business operations, daily interactions and decision-making company-wide.
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Meet Beth Ridley, Leadership & Workplace Culture Expert

I’m a former corporate executive turned organizational transformation consultant, speaker and author. I combine my 25 years of global leadership and management consulting experience with expertise in diversity and inclusion and positive psychology to partner with leaders to transform workplace cultures to better achieve their vision and goals.

I’m passionate about simplifying and demystifying diversity, equity and inclusion – a topic we often make much harder than it needs to be. Based on my experience leading diverse teams in five different countries and leading DEI for a Fortune 100 company, this work 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 skills can be embraced by everyone at all levels within the organization

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“An effective coach needs a high level of self-awareness, kindness, curiosity and empathy in addition to a wide breadth of professional experience and training. Beth is the full package. Working with Beth is an investment that will surely lead to more authentic relationships and a higher level of personal and professional performance.”
Mary McCormickExecutive Director Rotary Club of Milwaukee
“I wanted to adjust my personal priorities by intentionally expanding the diversity of thought and perspective in the circles that influence me. From there, I needed help on serving our company with the same! Beth Ridley was the catalyst and wise instructor to me and for my leadership team.”
Jonathan ReynoldsCEO Titus Talent Solutions
“Beth's session on diversity, equity and inclusion provided practical and actionable steps forward. Everyone felt empowered. She's a great speaker and facilitator.”
Mark VincentFounder and Senior Partner Design Group International
“Beth facilitated for our firm a thought provoking discussion of systemic racism and unconscious bias. Her passion for, knowledge of, and commitment to this important topic was evident in the engaging and purposeful method by which she conducted the session. Her talent, energy, and expertise have spurred our firm to respond to calls to action to enrich the people and communities we serve.”
Scott FensinNorthwestern Mutual
"Our Board of Directors engaged Beth to facilitate a critically important discussion of diversity, equity and inclusion. Her keen ability to navigate this topic empowered our board to embrace a new culture, empowering us to communicate with intention and mindfulness in our actions."
Mal MontoyaPresident & CEO Milwaukee Artists Resource Network
“Servant leader… Smart… Collaborative are words that come to mind when I think about Beth. She has provided LSS with a great framework on how to pursue Equity, Diversity and Inclusion through a process where all are feeling connected to this work. If you are looking for help in this space, I highly recommend Beth!”
Hector ColonPresident & CEO Lutheran Social Services of Wisconsin and Upper Michigan
Beth helped us start our EDI journey by giving us a common starting point, proven communication tactics, and hands-on practice aligning inclusion strategies with our organizational mission. I loved her framework of teaching these principles as a leadership competency, and her thoughtfulness, good humor, and great facilitation made each session fly by. Creating culture change is hard work, but after our workshops I have seen my staff actively choose to re-examine old assumptions with a new lens because as Beth says: the juice is worth the squeeze!
Layla Zaidane Executive Director & COO |Millennial Action Project
When our company decided to make a new and sustained commitment to broadening our perspectives and embracing diversity, we looked around the country for the best partner to guide us in this journey. We found her in Beth Ridley. Beth brings a remarkable and broad set of skills and talents—she is engaging, smart and totally committed to her clients and this work. I’m especially impressed in her ability to connect the work of fostering a more inclusive, innovative and inspiring workplace culture to improved business outcomes and helping our company attract and retain the best in our field.
Chuck PruittCo-Managing Director, ABD Direct
Beth spoke to our company about belonging. Everyone was very impressed and enjoyed the event immensely. I loved how she taught us diversity could be more than race and the example she gives for equity makes sense and stays with you. The breakout session makes the event memorable and gives you concrete ways to engage your teams in the future. Thank you Beth for what you do and sharing your easily accessible knowledge and models of a complex topic with us.
Rita UsarekCoreLogic
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Steps to Build a Diverse and Inclusive Culture by Starting with Mindset First

Want a more diverse and inclusive culture in your organization but not sure where to start? Starting with yourself and creating a DEI mindset is the most important thing you can do to successfully create a culture of inclusion.

Read the Blog

How to Jumpstart a Sustainable Culture of Inclusion

Beth recently joined Jonathan Reynolds, CEO of Titus Talent Solutions, to discuss how to jumpstart the company’s efforts to build a sustainable culture of inclusion.

Watch the Webinar

Let’s Simplify and Demystify D&I

Many companies are hesitant to dive into their diversity and inclusion efforts and afraid to say the wrong thing. Listen to Beth as she joins the staff at BizTimes magazine to discuss how to demystify and simplify DEI initiatives to change company cultures.

Listen to POdcast

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