We bring our extensive experience of working on issues of inclusion across multiple sectors to partner with organizations.
All of our work is customized to the client.
Some areas where we have worked with organizations are described below.
INCLUSION NUDGES CONSULTANCY
Lisa Kepinski and her partner Tinna C. Nielsen developed in 2013 the change methodology of Inclusion Nudges, coined the term, and founded the Inclusion Nudges global initiative. They have written 4 books–The Inclusion Nudges Guidebook, Inclusion Nudges for Leaders, Inclusion Nudges for Talent Selection, & Inclusion Nudges for Motivating Allies. Lisa has been designing & using Inclusion Nudges in her work for many years. A wide range of client organizations brings her in to design, teach, coach, and support the application of these practical ways to lessen the influence of bias and to steer decisions, interactions, and systems to be inclusive of all.
Let’s talk about how we can bring this to your organization.
DEVELOPING A STRATEGY & IMPLEMENTATION PLAN
Knowing where to get started, what to focus on, and who to engage can be a challenge with inclusion work. Based on our decades of experience with starting up and re-desigining inclusion initiatives, we advise organizations on a pragmatic approach to the strategic direction, structure, actions, & measures needed for their inclusion, equity, belonging & diversity initiatives. Using an evidenced-based approach combined with our in-depth experience, we ensure alignment to needed outcomes. We design practical actions to deliver upon the strategy.
In addition, we assess organizational & individual readiness on DEI competencies & provide coaching on ways to approach the work for impactful results. To help evaluate progress, we work with you on setting appropriate inclusive culture goals, taking both quantitative & qualitative data into account.
DE-BIASING YOUR PROCESSES
People are biased. This is a known human condition. And in turn, unintended bias is often built within the systems and processes that we create. This can include talent attraction, development, & management systems, communications, technology designs, how work gets done, meeting designs, and more. In terms of creating an inclusive culture & sustainable growth, these unseen biases can be one of the biggest challenges for organizations & leaders. We work with leaders, process owners, and the users of the processes to analyze and map out where bias may be interfering. Then, using a co-creation approach we design ways to lessen the impact of bias and nudge the outcomes in the desired direction–that of inclusivity, objectivity, and leveraging the talents of all.
Inclusion Institute, as a neutral expert partner, can help you look at your organizational challenges & barriers, and ways that bias may be present. This is an invaluable foundation for working on Inclusion. Our rigorous methodology of tapping into quantitative & qualitative data to assess for bias, yields valuable insight for areas to target. We review clients’ interactions, practices, communications, services & solutions for bias. For a solid view, we incorporate multi-source data points, including from organizational, employee, & customer perspectives. Actionable recommendations are offered on how to mitigate the potential for biases uncovered in the assessment.
ACHIEVING A DIVERSE STRONG PIPELINE
Based on extensive experience in building inclusive companies, we analyze the current state of your talent pipeline…are there leaks, bumps, or blockers? What is your brand reputation across potential talent and customers? What is the experience of the employees in your organization? Are they engaged and contributing? We use a portfolio of approaches (including data analysis, reviews for biases, interviews, focus groups, etc.) to go deep to root cause issues and provide recommendations & support with steps that can be taken to ensure a more inclusive culture.
BUILDING HIGH PERFORMANCE TEAMS POST MERGER & ACQUISITION
Due diligence on culture & talent are especially needed in a M&A process, and can be the make or break to a successful transition. Many times, inclusion is at the core of this integration and can have impact on engagement & retention of key talents, as well as the successful adoption of a newly merged culture. We customize the solution based upon client, using an approach focused on ensuring the organization is tapping into the hoped-for benefits from a people & performance expectation that triggered the M&A.