Organizational Restructuring: Building Inclusive Organizations

Research indicates that inclusive organizations that meaningfully manage diversity have market advantages and are preferred by employees. Systemic solutions for diversity and inclusion issues in organizations also increase openness towards DE&I values at the individual level.

We can assist your organization with:
  • Getting started with designing and implementing DE&I policies.
  • Specifying goals and designing proper diagnostic and measurement tools.
  • Handling challenges during the implementation process.
  • When your organization needs inspiration regarding future actions.

There is not a single universal model for inclusive organizational growth. Each organization is different, and has its own developmental tempo and rhythm, and its own values and priorities. Most of all, each organization has its own people. The plan for each organization must be tailored to that organizations needs and characteristics.

The foundation of each plan should be appropriate research and analysis. DE&I policies cannot be based solely on good intentions and intuitions. Scientific knowledge and methodologically-sound measurement are a must. We specialize in designing DE&I action plans based on these principles.

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DE&I Policies and Strategies

DE&I policies rooted in the shared values of all stakeholders, and strategies for these policies’ implementation, are necessary for addressing the challenges of increasing diversity and the contemporary VUCA world (a world characterized by volatility, uncertainty, complexity, and ambiguity). Such policies also allow for developing the human and social potential of employees.

  • Design of a code of ethics or values, or review of an existing code.
  • Modifying and improving DE&I issues resulting from COVID-19-related changes.
  • Improving employee retention rates.
  • Redesigning policies and strategies related to employee work relations in the context of VUCA world challenges and ethical dilemmas.
  • Enriching your policies and practices with additional solutions aimed at advancing the human and cultural potential of your company.
  • Implementing local equality and diversity policies and strategieswhen you are serving local communities in municipal and regional governments.

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Mediations of disputes and conflicts stemming from diversity

Diverse teams are a melting pot of different working styles, experiences, humor, values, and cultural backgrounds. Managing such teams poses a challenge. Micromessages and insensitive comments or jokes often occur in diverse teams, and they may trigger disputes or conflicts, especially when remote work arrangements prevent diffusing tensions right away.

Managerial teams, HR, and compliance professionals can all benefit greatly from improved mediation skills. Sometimes, however, professional mediation is necessary.

Mediation is a method of conflict resolution based on the idea the parties in conflict can often reach agreement if adequately assisted. The goal of mediation is not to adjudicate who is right or wrong, or to unilaterally render a verdict. Its goal, rather, is to work out a mutually-satisfactory settlement that will allow resumption of normal work relations. Mediations assisted by third-party professionals ensure the neutrality of the process and open communication.

  • Conflict occurs in teams with multiple diversity dimensions.
  • Minor differences in opinions and minor quarrels escalate into long, drawn-out battles that team managers or HR professionals are unable to manage without negative personal, team or organizational consequences.
  • A team or multiple teams have experienced conflicts or incidents that haven’t been addressed appropriately.
  • There is a legitimacy crisis or authority and skill deficit at the managerial level, and conflict is escalating.

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Negative acts management strategies

Companies should not prevent discrimination and implement principles of equal treatment solely because they are required to do so by law. Anti-discrimination and equal treatment policies represent foundations for long-term DE&I strategies. Without them, any attempts to build cultures of inclusivity and belonging will be ineffective, and DE&I structures will be unstable and in need of constant and costly readjustments.

  • Ensuring the clarity, consistency, and efficacy of the organization’s system for reporting negative acts, including legally prohibited behaviors.
  • Situations where there are documented cases of harassment or mobbing and you want to prevent reoccurrence.
  • Implementing procedures providing protections for whistleblowers, and communication of those procedures to employees.
  • Situations in which you have received a complaint regarding a legally-prohibited negative act and want to employ a neutral party to conduct exploratory investigative proceedings with expertise in planning follow-up action plans.
  • Providing necessary expertise and training for members of the antidiscrimination and anti-mobbing committees, ombudspersons, ethics advisors and HR professionals.

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Women’s empowerment

A growing body of evidence shows that companies with significant representation of women at each management level, including the highest level of leadership (so-called C-Suite), achieve better results for shareholders and other stakeholders.

There is a consensus that workplace gender equality should be a norm. In many companies and organizations, however, women still experience glass-ceilings, face gender stereotypes, and suffer from discriminatory practices

  • Providing tools to identify and reduce barriers to women’s advancement and gender equality in your organization.
  • Measuring the impact of current organizational policies and procedures on women’s careers.
  • Training leaders and managers on various forms of gender-based discrimination.
  • Designing action plans aimed at achieving gender balance in management and top leadership levels.
  • Preparing mentoring and other programs for women at different stages of their careers.

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