Unlike many consulting firms, we don’t take a cookie cutter approach. Our approach and recommendations will best accommodate the specific needs of your team and/or organization, and what you seek to gain from partnering with us. We provide the following DEI engagements and solutions, tailored to your industry and organization:
- Employe Engagement Surveys
- DEI Assessments
- Employee Engagement Analysis
- DEI Framework Creation
- DEI Program Management
- Training and Workshops
- Leadership Training
- Executive Coaching
- Recruitment Efforts
- Strategic Planning
- EEOC Complaints, Advisement, and Discovery
- Multicutlural Social Media Engagement
We get a lot of calls for diversity and inclusion trainings and workshops. Because most organizations and groups aren’t really certain if this is the best place to start; in order to assess a starting point for your organization, we engage in meaningful conversation with you beginning with this question:
“Why do you want or believe you need training?”
Answers to this can be varied. Here are a few common responses:
“Our Board of Directors see both the financial and intrinsic value of improving diversity and inclusion. By a mix of persuasive research; pressure from shareholders, employees, customers and business partners; as well as our own intuitive sense of what’s right, we’re seeking guidance as to how to best approach this meaningful work.”
“Our diversity is growing and we’d like to ensure that our organizational culture grows with it. We want everyone entering our organization to have a baseline understanding of what diversity and inclusion are, what the concepts mean to our organization and how they apply to our work.”
“We’re not as good as we would like to be interfacing with the _________________ community and we need cultural competency training around this.”
“There’s a negative narrative about working here or going to school as it pertains to being a person of color (substitute: woman, person with a disability, member of the LGBT community, millennial, person who is not a member of any dominant group).
“We’ve had documented cases of employees/students/patrons lodging complaints – from HR conversations, to exit interviews, to formal EEOC complaints, to general feedback. We want to work on making it better.”
“We’ve recently had an incident involving our organization. The incident has gone viral, and reflects poorly on our leadership/faculty/employees/students. We need to take urgent action which involves putting out a statement about our commitment to following up with corrective action.”
Depending on the answer, the approach should be different. We know that this work is not the type of work that is “one and done.” Our goal is continue to work with you along a meaningful and impact yielding journey, after which you will be able to answer the question – “what did we make happen?”