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About
6 Ways Companies are Approaching DEI All Wrong
Does your organization do the following?
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DEI is a separate, stand alone subject
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Training content is focused on data and numbers
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Unconscious Bias is a preferred curriculum
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ERGs are responsible for their own advocacy
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Focus is put on recruiting diverse candidates
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External messaging is more important than internal
If you want to understand why these don't work, let's have a conversation.
And speaking of conversation...
Conversation is our methodology.
Over the years, when you think about the success factors of diversity training for you or your team, what were they? (Share with us in the chat below if you like.)
At Lead with DEI, we have found the key to effective training is facilitated conversation.
Conversation
Empathy
Understanding
Equity
Inclusion
Watching a presentation, learning the science behind, or taking a quiz are easy. Creating space for, initiating and holding conversations is the hard part. That's where we come in...
CUlTURE is the make or break success factor
If great workplace culture is the goal, let's shift focus to industry leading practices that will get the organization to an integrated state.
The Deloitte Diversity & Inclusion Maturity Model
Transition Point
Mandate
Level 1
Programmatic
Level 2
Leader-Led
Level 3
Integrated
Level 4
What level is your organization? If you don't know, take the
- Inclusive Leadership Assessment -
How to lead with DEI
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Acknowledge that diversity adds value
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Initiate and hold hard conversations
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Become an ally for those marginalized
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Understand the benefit of equity and strive for it
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Continuously create an inclusive culture
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Strive for innovation and reflection
Contact
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