We bring our extensive experience of working on issues of inclusion across multiple sectors to partner with organizations.
Some areas where we have worked with organizations are:
SETTING INCLUSION & DIVERSITY STRATEGY & IMPLEMENTATION PLAN
We advise organizations on a pragmatic approach to the strategic direction, structure, actions, & measures of their Inclusion & Diversity initiatives. In addition, we assess organizational & individual readiness on I&D competencies & provide coaching on organizational development approaches to the work, including integrating into communications & brand. To help evaluate progress, we work with you on setting appropriate inclusive culture goals, taking both quantitative & qualitative data into account.
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 organizational practices & procedures for bias, including performance feedback, talent attraction, succession planning, leadership competencies, internal communications, employer branding, customer focus, etc. 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 GENDER STRONG PIPELINE
Based on extensive experience in building gender inclusive companies, we analyze the current state of your gender pipeline…are there leaks, bumps, or blockers? What is your brand reputation across potential talent and customers? What is the experience of women and men 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 greater gender inclusive culture.
WIDENING THE TALENT POOL
In terms of creating an inclusive culture & sustainable business growth, tapping into the available full talent pool is one of the biggest challenges for organizations & leaders. Organizations, with all good intentions, frequently roll out mentoring programs or company employee networks for “diverse” (non-majority) employees, yet see little results in shifting the numbers in senior levels. We work with companies to identify what is the talent goal, what is the current state, & ensure the best approach to achieve this. There are many innovative approaches which can be specifically targeted to your organizational issues. Let’s talk about options which can generate real impact where needed.
INCLUSION NUDGES CONSULTANCY
Offered in partnership with Tinna C. Nielsen based on the research and book that Tinna Nielsen & Lisa Kepinski have authored on Inclusion Nudges. We have been designing & using Inclusion Nudges in our Inclusion & Diversity work for several years. We teach others about Inclusion Nudges & how to design them. Some organizations, prefer to bring in Lisa & Tinna for direct consulting, so they can benefit from their deep experience with Inclusion & Diversity in organizations & so they can work side-by-side with internal culture change agents on designing inclusion nudges. Allow us to bring to your organization this innovative way of driving inclusive behavior change that will stick!
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 OD approach focused on ensuring the organization is tapping into the hoped-for benefits from a people & performance expectation that triggered the M&A.