DI&E Comprehensive Strategy and Implementation

We assess every stage of your employee lifecycle and improve the organizational process, practices and systems that shape your workforce.  As a third-party, we ensure this is a non-threatening process and are able to obtain the pulse of an organization through input, actions and policy.  We will identify strengths and gaps helping you prioritize efforts using quantitative and qualitative approaches.  We will identify industry indicators and measure you against what may be best practices.

Serious business people looking up with dreaming expression

Compliance

Transparency is slowly making its way into legislation.  Equal pay for equal work.  Pay disparities impact moral, retention and your bottom line if a legal case is bought upon you.  In addition, equal opportunity and sexual harassment law is changing rapidly.  New reporting requirements are necessary.  We can walk you through checklists in as little as a day or spend a week training your personnel on local, state and national HR policy.  We take a comprehensive look at the many factors and processes that influence compensation and analyze outcomes by gender, sexual orientation, age, disability, ethnicity and other demographic groups.  We will identify bias and barriers and recommend systematic changes ensuring you are not only fixing gaps and high-risk areas, but are building a more inclusive, responsive and equitable organization.

Culture

We analyze each phase of the employee experience from hiring, retaining and developing leaders.  Once we deep dive and assimilate our findings, we use our experience to help guide your organization leading to short- and long-term gains and sustainable change.   Ultimately, we want to achieve positive cultural change and are aware that this takes time.  We must show short term gains in order for people to take risks up front with the end game in mind.  Leaders must be willing to deal with disruption and push-back in order to create cultural change.  We provide tools in order to be proactive-not reactive.  Culture trumps mission any day of the week and is often the hardest thing to change.  Many have been at DI&E for a decade plus with little to show for it.  You may have internal HR and Diversity personnel who mange this but usually, this is just one or a few people who are bogged down in putting out daily fires at work with little time to focus strategically let alone be able to implement programs. We can help train the trainer, outline a strategic direction, coach without fear of making the boss upset, train employees to be more inclusive and create a sense of belonging and monitor progress over time with tune ups required as necessary

young-business-people-discussing-important-documents-diverse-business-team-meeting-in-a-hotel-lobby-working-on-business-contract-papers_Hp1wdrVYx_SB_PM
Elegant business partners planning work at meeting.Team meeting.
Group of a happy business team applauding

Measurement

Using international, national, state, local and industry level indicators, we can help you understand where you stand against other direct or indirect competitors.  Reliable demographic information concerning your workforce is imperative to DI&E.  We can help you create dashboards and measure progress creating internal and external reports that can be shared to create awareness.  You can show your hand if there are gaps and recognize the need for improvement.  Being open and transparent with your own employees and perhaps the outside world may earn you respect.  If anything, being armed with the information will help in the process of improvement and give a baseline needed to grow.