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.
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.
Selected benefits:
Our services details:
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.
Selected benefits:
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.
Selected benefits:
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.
Selected benefits:
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
Selected benefits:
