Training, Coaching and Program Development

We will give many examples.  Straight talk.  Many from our own experiences and listening to the stories of thousands of people across the globe. We will give standard definitions such as: Diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome. Diversity and inclusion are a company's mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. The top diversity and inclusion priority is recruitment of diverse employees. We will give scientific examples, statistics and interactive trait tests.

Why does it matter?  It makes things better.  An Atlassian survey about diversity and inclusion revealed that 80 percent of respondents think diversity and inclusion are important to creating a successful workplace. A diverse and inclusive workforce results in greater employee engagement, innovation, financial returns and market share. The key to this being both diverse and inclusive.  Organizations must become assertive about gender diversity and treat it as an integral part of their business strategies-both internal and outward facing. Everybody, not just women and minorities, benefits from transparent hiring, evaluation and promotion procedures. Companies can also include comprehensive benefits and more opportunities for better work-life balance, such as better access to childcare and greater acceptance of flexible work schedules. This can allow qualified mothers to play a more active role in the corporate world.

In general, male and female brains are different.  For example, men’s brains are larger but female brains are 23% more wired.  It is no secret that men and women approach things differently and often have unique skillsets.  Understanding those differences can create respect and foster a more balanced approach towards activities in the workplace.

Research shows that many of the qualities of effective leaders — pushing yourself, taking risks, and staying resilient in the face of setbacks — are more common in people with a growth mindset. These workshops teach participants about the impact of a growth mindset, how to foster a growth mindset in oneself and others, and how to infuse a growth mindset into company culture.

Compare to best practices-what works and what doesn’t? We will address seven top issues.

1. Outdated norms and bias leaving people feeling like there is an uneven playing field
2. A gap in perception ensuring questions are being asked and when the results come out, listen
3. Unbalanced organizational charts in nontraditional roles like finance, IT, logistics etc.
4. Continuous lip service far past awards and statements making sure there is accountability at the top
5. Unequal pay structure
6. Unaddressed family stress balancing work and family through policy
7. What happens at the top setting the tone for the entire organization

How is your organization doing? Organizations must create a culture where employees feel a sense of belonging and acceptance. They should focus on improving their cultures to increase inclusion and enhance employee experience and engagement. Along with creating gender equality, fostering inclusivity can spur innovation, retain valuable talent and reduce attrition rates. Is the organization looking into equal pay, flexible work schedules, paid parental leave, healthcare and professional development?   Gone are the days when salary was the only thing offered on the table. In today’s market, there are a so many factors that matter more to potential employees than the money – especially to women. When a business can offer a competitive benefits package, they can better attract top talent, offer current employees a better quality of life, and enhance the bottom line! Happy employees make for happier clients because we’re all able to do our best.

A wealth of research supports the value of designing inclusive organizations. When people don’t feel like they belong, they either leave the organization or cover up their differences and try to assimilate. As a result, organizations miss out on important perspectives, social networks, and creativity. These workshops share research on the importance of belonging and provide strategies employees can use to cultivate a sense of belonging in their environment. Organized around Objectivity, Belonging, Voice, and Growth — to help companies proactively foster inclusion at every level of their organization. Our Inclusive workplace workshops are designed for all employees: we equip participants with the knowledge and skills they need to contribute to an effective culture where people from all backgrounds can thrive. We support employees in creating and sustaining effective employee resource groups and councils. We facilitate exercises to set groups up for success, advise on goals and group structure, and support the implementation of programmatic efforts.

It is common knowledge that inequities and underrepresentation exist in our society.  This ranges from pay gaps, judicial systems, access, representation, unemployment, depression etc.  We can recruit them but what are we doing to meet their needs, be transparent and truly be an inclusive, safe environment.  This goes way beyond equal opportunity and sexual harassment.  This speaks to deep seated bias or simply the inability to connect, mentor and develop leaders to the next level.  We will provide a foundation to start discussions based on data and experiences. Companies continue to report they are highly committed to gender diversity; yet women continue to be vastly underrepresented at every level. For women of color, it’s even worse.  Our trainings help people understand how unconscious bias undermines diversity and inclusion, effective decision-making, collaboration, management, and motivates them to engage in specific, effective behaviors that create more effective leaders, more productive teams, and a more inclusive organizational culture.

Executive commitment is one of the most important elements of a successful DI&E program, but many leaders don't have the skills they need to understand and champion key efforts. We advise CEOs, Executives, and Boards on organizational philosophy and accountability, and coach HR, Talent, and DI&E practitioners on effective execution.  Our Inclusive Leadership workshops equip managers and leaders with the skills they need to build and sustain an inclusive culture: we facilitate a discussion on key barriers to inclusion that leaders have a unique opportunity to influence, and specific leadership behaviors that establish inclusive norms and drive equitable outcomes.

Leaders who are advancing equity in their firms are taking a more inquisitive approach—rejecting old scripts, seeking an evidence-based understanding of how underrepresented groups experience the workplace, and then creating the conditions that increase their prospects for success. This approach generally entails four steps:

1. Question the narrative- if they hire a lot of women, for example, why are they not getting promoted?
2. Generate a plausible alternative explanation through investigative practices-why are some things working and others not?
3. Change the context and assess results- Once a plausible alternative explanation has been developed, companies can make appropriate changes and see if performance improves.
4. Promote continual learning so people avoid pitfalls and stereotypes. The four steps we’ve outlined are consistent with research suggesting that on difficult issues such as gender and race, managers respond more positively when they see themselves as part of the solution rather than simply part of the problem.