STRATEGIC I&D PLANNING​

Working together we will develop your strategy and tactics to achieve your Inclusion and Diversity objectives.

DELIVERY OF TRAINING​

Whether virtual, in-person, or a combination of both, we create a safe, supportive, and highly interactive environment to learn and grow from the course content and classroom discussions.

 I&D PROGRAM CREATION​

With your strategic plan in place, we will help you to implement programs to execute on your diversity plan with proven tactics to evolve your organization.​

QUALITATIVE ASSESSMENTS​

We deliver expert facilitation of roundtable discussions, team meetings, and focus groups for successful resolution of your program objectives.

CROSS-CULTURAL AWARENESS AND RISK ASSESSMENTS

When your teams are requesting a Legal, HR, or PR review in advance of a broad distribution, we will grow your cross-cultural awareness and perform a Cross-Cultural Risk Assessment to significantly reduce hazards for political, cultural, and geographic errors in products, services, and marketing content.

ORGANIZATIONAL NEEDS ANALYSIS

We analyze your diversity data on hiring, transfers, workforce representation, promotions, terminations and more, to diagnose your strengths, weaknesses, opportunities, and risks, then prescribe solutions to address your organizational needs. Our diversity scorecards will enable you to measure and report your progress over time.

EXECUTIVE AND LEADERSHIP TEAM COACHING​

We work with you one-to-one to develop and grow your inclusive leadership skills and abilities. You will learn to integrate the Attract, Develop, Keep, and Engage approach to your Inclusion and Diversity strategy. We believe inclusion and diversity is a business issue and we will help you to weave I&D into every aspect of your business creating accountability and driving high levels of participation from your talented team.​

Inclusive Leadership (3 to 4 hrs)

This course is designed to create an understanding the importance of an inclusive leadership framework, what it takes to be an inclusive leader, the benefits of this framework as well as the potential negative consequences of not enabling this model are addressed. Participants will learn:

1) A common shared understanding for inclusion, diversity, and equity.

2) What it takes to be inclusive leader and how to think like an inclusive leader.

3) Strategies and practical tools for leading inclusively.

Inclusive Teams (3 to 4 hrs)

This course is designed to create an understanding for the importance of an inclusive team and what it takes to create and sustain an inclusive team. The benefits of the inclusive framework as well as the potential negative consequences of not adopting this model are addressed. Participants will learn:

1) A common shared understanding for inclusion, diversity, and equity.

2) The thinking and behavior of inclusive team members.

3) Strategies and practical tools for working inclusively.

Inclusive Hiring (2 to 3 hrs)

This course is designed to give an end-to-end view of the hiring process including hiring manager guidance, job descriptions and job postings, interviewing, assessment of candidates, and hire/no hire decision meetings. Participants will learn:

1) To develop skills and abilities to hire for a diverse workforce.

2) How cultural competence, unconscious bias, ethnocentrism, and the impact of ‘fit’ affects your ability to hire and then develop high performance teams.

3) To apply diversity hiring techniques and practices to improve the end-to-end hiring and development of talent.

Inclusive One to One Meetings (1 hr)

This course is designed to provide specific, practical methods to utilize in one to one meetings to support an inclusive culture where each employee feels informed, supported, valued, and trusted. Participants learn:

1) How to get to know your direct reports on a deeper level, learning about their personal goals and aspirations, challenges they might face, and skills that could surprise you.

2) How to motivate and inspire employees and lead them to achieve higher levels of performance, be more willing to take risks, and to innovative with greater creativity.

Cultural Competency (1.5 hrs)

This course is designed to point out the significantly important factor of understanding cultural differences within the global workforce to create an inclusive workplace environment. Cultural competency is a primary variable in Inclusive leadership. Participants will:

1) Grow their knowledge about themselves.

2) Grow their knowledge of their leadership team and co-workers.

3) Learn how to do business with people across cultures around the world.

Courageous Conversations (1 hr)

This course is designed to help employees learn how to manage difficult conversations with an open dialogue when emotions run high which can be challenging and uncomfortable for many people. These important conversations are often mishandled or avoided altogether which benefits no one.

Participants will learn how to build the skills for engaging in difficult conversations with others while maintaining the integrity of the relationship and achieving win-win outcomes for everyone.

Lessons from Intersectionality (1 hr)

The course is designed to illustrate the importance of understanding intersectionality’s influence on creating an inclusive, welcoming workplace. Participants will:

1) Learn the historical context and answer the questions of what intersectionality is and what it is not.

2) Learn how intersectionality is tied to privilege, oppression, power, and marginalization.

3) Learn why considering intersectionality in any ID&E strategy will enable focused problem solving and how to leverage diversity as a strength.

How to be an Ally (1 hr)

This course is design to illuminate the sheer importance of allyship for creating inclusive workplace environments and the practical ways of doing so. These principles can be applied to many different allyship opportunities across difference. Participants learn:

1) What it means to be an Ally and benefits of being an Ally.

2) Specific, tangible examples of the behavior Allies exhibit, which you can implement immediately.

3) Various mechanisms leaders can utilize to foster a culture of inclusivity and Allyship within their teams.

4) What resources to utilize for continuing education.

How to Win the Diversity Hiring Competition (1 hr)

The course is designed to help recruiters, leaders, and key stakeholders better understand the critical skill of finding and hiring diverse talent. Participants will learn:

1) How to play their part in making the workplace environment ready for diverse talent.

2) Diversity recruiting as a life-cycle system.

3) Important techniques and tools for each inflection point in the process of recruiting.

4) Importance of data and how to use it to win.

Leading Globally Distributed Teams to High Performance (1 hr)

This course is designed to provide techniques, tips, and mechanisms to increase the effectiveness and connection between employees working together across multiple geographies. Participants will learn:

1) The advantages of a global geo-dispersed team.

2) Identify ways to overcome the challenges that can arise.

3) Best practices for achieving high performance.

How to Crawl, Walk, Run with Diversity Data (1 hr)

This course is designed to help leaders understand the importance of diversity data, how to start slowly with the right types of data, how intersectionality plays a key role, and how to evolve your data strategy over time. Participants will learn:

1) How to safely share confidential diversity data and analysis.

2) How to analyze diversity data across external hiring, transfers, workforce representation, promotions, and terminations.

3) What success looks like on simple to complex data tools.

4). How to discuss the data and solve the challenges illustrated in the numbers.

How to be True HR Partners to the ID&E Function (1.5 hrs)

This course was designed to help HR as a function understanding its critical part in the success of any ID&E strategy. Participants will learn:

1) Why this is important.

2) Who the key stakeholders are.

3) Low hanging fruit for success.

4) Long-term strategic tools and mechanisms necessary to enable the capability of HR professionals in integrating ID&E work into how they do their jobs.

How to Start an Employee Resource Group (1 hr)

This course is designed to give the nuts and bolts of creating and implementing an Employee Resource Group (ERG) strategy and its overall importance to the business and its employees. Participants will learn:

1) What ERGs are.

2) The importance of ERGs to under-represented groups.

3) How ERGs benefit your business.

4) How to initiate and evaluate an ERG.

5) How ERGs fit into ID&E strategies and both internal and external efforts. .

Creating and Leading Mentoring Circles (1 hr)

This course is designed to help organizations expand on typical 1 to 1 mentoring and to deploy a technique that is an effective compliment to typical mentoring programs. Participants will learn:

1) What is a mentoring circle.

2) Why have them, how do they work, and how to set them up.

3) The benefits, responsibilities, challenges, disadvantages, risks, and measurement.

Mitigating Unconscious Bias in Performance Reviews (2 hr)

The course is designed to do a deep dive on Unconscious Bias’s impact on this critical function. Participants will learn:

1) The most common biases that surface during performance reviews.

2) Ways to interrupt the bias.

3) How to identify and manage the most common behaviors during performance reviews.

4) How to handle power dynamics and other behavior blockers in that setting.

5) Practical solutions for what to do before, during, and after the performance review process.

ID&E Basics (1 hr)

This course is designed to help organizations and/or individuals responsible for the roll out of strategic ID&E program to understand what it takes to make it happen. Participants will learn:

1) Building blocks for an ID&E program.

2) The most important components of an ID&E program.

3) What decision-making mechanisms to deploy to ensure a “custom” fit for your organization.

4) The importance of qualitative and quantitative data, infrastructure, and key partners in the work