Individual and group changes do not provide a strong ROI if organizational structures and systems continue to stand as obstacles to progress. Our approach focuses not only on the relationships but also the structures that need to change in order to achieve D&I results as a business goal and organizational priority. We have deep experience in management consulting, helping organizations assess the status quo, identify unmet needs, and develop structural changes to improve efficiency.
Shifting to focus on embedding inclusivity in structures and systems –and weeding out those that get in the way–allows organizations to manage and foster the entirety of the workforce within their organizations and benefit from ar more contributions. Rather than making recommendations and walking away, we help organizations apply change management principles to implement, align, and adjust systems, processes, and procedures to accomplish critical goals.
Many D&I efforts grew out of a compliance function rather than business efforts to innovate effective ways to include and expand diverse voices within an organization. Compliance can sometimes get the attention of C-suite executives when unmet requirements pose a significant risk, but that motivation remains quite separate from where leaders spend most of their time and energy, i.e. innovating to solve a problem, compete in the market, and achieve results.
As we would help organizations successfully respond to market shifts, adapt to changing global resources, or keep up with developments in technology, we work closely with leaders and managers across organizations to make changes that produce results in DEI. These consulting services can include:
- Partnering with internal DEI, OD, and Talent Management offices to integrate Inclusivity into Leadership Development and performance assessment and align other initiatives across the organization
- Assessing the current “temperature” of the environment and identifying specific needs to inform change strategies
- Understanding what is getting in the way of progress through data analyses to measure the output produced by existing systems and processes
- Identifying metrics and putting processes in place to continuously monitor progress with a year-over-year comparison
- Developing change management plans, process improvement, training, and communication plans
- Convening groups and teams across the organization to create buy-in and solicit feedback and input at all levels
- Creating means by which to consistently monitor and tweak changes to systems and processes to incorporate “lessons learned”