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.

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 Diversity, Equity, and Inclusion Jumpstart 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 DEI Jumpstart Program has helped executive teams successfully streamline time, effort and resources required to drive lasting DEI outcomes, starting with three simple steps.

Embed DEI into Operations with Three Simple Steps

The key to making DEI the way you do business is for everyone to approach daily interactions and decision-making with an inclusive mindset rooted in curiosity and compassion. The mindset-first DEI JumpStart Program makes learning and applying inclusive skills and behaviors at work approachable, relevant, doable and repeatable for everyone. 

The DEI Jumpstart Program Steps and Deliverables

1

Prepare leaders to lead by example by strengthening and demonstrating inclusive leadership skills over the course of the engagement and beyond.

Deliverables
  • Inclusive leadership skills self-assessment.
  • Leadership workshop to understand role of leaders to lead by example and develop personal action plans.

2

Engage employees to foster a shared understanding of DEI concepts and make it easy and rewarding for everyone to learn and practice new skills together.

Deliverables
  • DEI foundational concepts online course.
  • Culture of belonging survey.
  • Employee dialog session to internalize and discuss course concepts.
  • Company-wide learning journey to collectively develop and demonstrate inclusive behaviors in day to day work.

3

Embed DEI into operations by establishing  repeatable process to apply DEI principles to daily interactions and decision-making on an ongoing basis.

Deliverables
  • Establish DEI council.
  • Strategy workshop to clarify DEI vision, outcomes and near-term areas of focus.
  • DEI outcomes dashboard for tracking and reporting impact.
  • Repeatable process design and implementation to make inclusive decision-making part of operating model.

DEI Jumpstart Program Outcomes

At the end of the program, you can expect to achieve:

  • Clarity on desired DEI outcomes and what it takes to achieve them.
  • Shared accountability for contributing to DEI outcomes and a culture of belonging embraced across the organization.
  • Repeatable approach to continually improve the workplace culture and advance organizational vision and goals.
  • Deepened trust, communication and connection among colleagues.

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

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.

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.

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.

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