Building Innovative Tools for an Inclusive Workplace

DEIB stands for diversity, equity, inclusion, and belonging. Diversity speaks to the unique traits that make up each employee and customer and are associated with or served by an organization. Equity seeks to ensure that every employee and customer receives fair opportunities and treatment. Inclusion acknowledges that we make space for those that are different from us while taking the steps necessary to ensure they feel a sense of “belonging.”

DEIB Consulting Partner provides external subject matter expertise that can assist an organization in objectively assessing its current state and developing strategies and action plans to achieve significant business results. An effective DIB consulting partner can assist organizations in avoiding diversity pitfalls and potential backlash while helping an organization experience the benefits of building a people-centered corporate culture. DEIB partners should have a significant toolkit of behavioral and structural strategies to apply and customize ways to fit your unique needs and objectives.

We have successfully partnered with some of the most admired corporations in the world to successfully develop DEIB initiatives that are data-driven and lead to Better Business results. We are very effective at gaining buy-in from diverse constituents at all levels throughout the organization. Our three decades of experience are evidence of continuous education and adaptation to the evolving nature of this conversation. We have established many of the benchmarks and competencies required of other DEIB leaders. Our approach is designed to be inclusive of all employees. We believe in demonstrating empathy to everyone within an organization. We help organizations celebrate their successes and establish dashboards to close gaps that exist.

• Not recognizing the true business benefits linked to establishing an effective and meaningful DIB initiative

• Establishing performative initiatives that are activity and event-based versus seeking to achieve structural slash long-term success

• A lack of investment in providing executives with the data necessary to recognize the significant impact that the DEIB is having on their business

• Lacking a clear answer to the “Why are we investing in DEIB” question

There are two major factors motivating companies to invest in DEI initiatives. The recent tragedies that occurred in the Black, Asian, and LGBTQ communities were far too numerous and onerous to be ignored or categorized as anomalies. Outraged business leaders, in response to concerns raised by their employees publicly, vilified the offenders as well as the systemic, racist practices and policies that contributed to an environment in which individuals could be injured or killed simply because they were different.

The second factor contributing to the growing interest in DEI initiatives is the growing awareness that in a global economy, businesses must ensure their workforce, workplace, and marketplace recognize and incorporate diversity in all its many aspects. The long-term success of businesses will be impacted by their ability to integrate DEI initiatives into their business DNA. In short, DEI initiatives are good for business.

A successful DEI strategy is openly embraced, supported, and championed by the CEO and Board of Directors in addition to the employees. It is imperative that the DEI strategy is aligned with the overall business strategy providing initiatives that support business goals and objectives. Finally, a successful DEIB strategy includes “SMART” action plans, which allow for efforts and results to be tracked, measured, and shared both internally and externally. Leaders and employees at all levels are held accountable for embracing and practicing DEIB skills in the workplace. An effective DEIB Strategy should align with the vision, mission, goals, and objectives of the broader organization.

A. Do they have a track record of success?

B. Did they listen to your specific needs? Are they prepared to deliver a customized solution to your needs?

C. Who are the people that will ultimately support your initiative? Are those individuals seasoned business leaders or less experienced/ capable staff?

D. Is the firm capable of being seen as fair and effective across the diverse constituents you serve?

E. Does the firm include people who have lived experiences related to the DEIB vs. simply having a researched base understanding of this work?

F. Is the firm able to express to you both its strengths and limitations?

G. Does the firm encourage you to evaluate their work? Do they design natural pauses in the service delivery for you to evaluate if they need to continue utilizing their services?

H. Does the firm recognize its own biases, and is it engaged in continuous growth and development?