Embracing D&I is a behavior and it requires asking questions – collectively.
We help you ask the right questions about diversity, inclusion and equity, so you can take action.
D&I is a pillar, it’s a stated commitment. You believe in it but you don’t want to say the wrong thing, so the commitment stops there. The one-to-one conversations aren’t happening.
The entire team has been trained – you understand unconscious bias, why inclusion matters, and you try to recruit for diversity. You’ve invested time and money but nothing seems to be working.
Beyond diversity numbers, you are not sure what matters and the team struggles to talk about inclusion with transparency and humility. You’re worried if you report the wrong thing, it will only make it worse.
You hire experts and implement training programs expecting change to follow. When the change doesn’t come, people lose confidence in leadership.
of employees actually believe their companies are committed to diversity
odds of being interviewed if the name on the resume was believed to be a white male
(Steinpreis, Anders, & Ritzke, 1999)
found from diversity training
(Dobbin & Kalev, 2016)
We will not ride up on a white horse to deliver a store bought fix for the troubles that ail you. True transformation happens within individuals, teams, and organizations when they drive it.
We help you with the diagnostics and shine a light on the structural challenges that may be hidden from your view – then you lead the charge. The white horse belongs to you.
Today many companies are moving their diversity in
Having a mentor helps diversity initiatives and th
The act of mentoring can be traced back to Greek m