Diversity & Inclusion

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Corporations and organizations are failing. Companies are losing workers and consumers alike.  Competition is fierce, turnover is high, and lawsuits are emptying corporate accounts. 

 

Why? 

 

In times such as these, businesses are being met face to face with the challenge of addressing the overwhelming existence of disparities minority groups are facing within the corporate sector.

 

Employers have the funding, the platforms, and most importantly, the CHOICE to engage in initiatives that provide real and sustainable solutions to such disparities.

 

It is the social, economical, and ethical responsibility of every company, world-wide to create and/or adopt Diversity, Equity, and Inclusion (or, D.E.I.) programs and infrastructures. The revolution is NOW. This is the moment when companies and organizations need to clearly communicate to their workforce and consumer, alike, that they take a firm and supportive stance on socially-focused issues.

 

Making the choice to be a leading and equitable employer will be the difference between which companies thrive in today's cultural and corporate climates, which ones barely survive, and which will succeed at neither.

 

Your company's response to what is occurring in our cultural and corporate climate, can't just resolve at a tweet or blog about #SOCIALJUSTICE. That is no longer good-enough. The real proof is in what your company is actually DOING to rise to these challenges. The proof is in the progression.

Diverse Group Cheering

Culture is fast-changing. However, studies show that most companies are not changing fast enough to meet the needs and demands of today’s diverse workforce.

The majority of employers believe that they promote diverse and inclusive company cultures. However, almost 80% of today’s workforce disagree.

 

Such disparities impact your bottom line by an approximate 35% deficit. When employees feel that their company genuinely supports equality for all, the result of the increase in productivity results in an approximate increase of $3 trillion in global revenue.

 

New Hires

Our Solutions:

  • Evaluation of implicit biases among executive and upper level management teams in a safe and neutral setting

  • Walking each upper level management team member through their individual roles in supporting the practices, behaviors, and work styles of your employees of varying ethnic, cultural, socioeconomic, and generational backgrounds

  • Promoting cognitive diversity; understanding the types of thinking, behaviors, practices, and responses, of employees from diverse backgrounds

  • Teaching methods in which to easier identify and manage the different experiences, challenges, needs, and abilities of a diverse workforce

  •  Helping you promote compassion, concern, and adherence to the needs and preferences of your diverse workforce during company training, functions, and events

  • Making work-spaces evidently inclusive and diversely functional, based on the different needs and abilities of everyone