Whether you're just starting out, or already moving with a plan to improve your organization's actions on equity, inclusion and anti-racism, I can help with strategies to get you to the next level. More often than not, many organizations get so overwhelmed on where to start that they end up stalling out. Others may have started, but don't know where to go from here.
My experience helps me lay out a plan that fits your organization's goals for a better workplace. This collaboration is essential for the successful transition from strategy, to plan, to action. Learn about some of my areas of expertise below, and get in touch to see what we can do together.
INCLUSION & EQUITY STRATEGIES
What does inclusion looks like for your organization? How can you foster an equitable environment so gain loyalty and your talent can thrive? Many organizations across various industries struggle with how to build and sustain a workplace culture that is welcoming so your business grows as your employees do. Each organization is different and there is no magic bullet to easily solve issues with inclusion. I will work with you to look at your current environment, and help you design goals with some strategies to reach them.
RETAINING DIVERSITY STRATEGIES
When the topic of diversity comes up, there is often an immediate focus on hiring practices. Though that is an important area, what often is missed is the view of the employee lifecycle (Hiring, Onboarding, Performance Management, Transition) holistically and how lack of attention to retaining your employees can leave you losing cost per hire dollars and expensive DEI changes that only stop at the hiring process. If you feel your company has made productive strides in hiring, but that's about it, it's time to look at the full circle and change the game (postively) for your organization.
EQUITABLE POLICIES & GOVERNANCE
Building a culture of inclusion and equity isn't easy. Creating a mindset of it being into everything your organization does is a new behavior for many. Thinking about equity for employees who identify with marginalized social identities is also a new behavior. So with all of these behavioral changes, attitudes and processes, how will your organization hold everyone accountable? Policies help solidify organizational beliefs, values and expected behaviors. Sadly, this is an area often missed and without it, only makes many goals and values regarding DEI aspirational. I'll help you look at your Code of Conduct, performance reviews and complaint process to help you build governance so your hard work on inclusion education and strategies doesn't devolve.