Decades of studies have shown that a more inclusive workplace improves team dynamics, amplifies innovation, and increases revenue. We apply best practices for Diversity, Equity, Inclusion and Belonging to optimize our clients’ workplace culture.
Talk to us about your DEIB and organizational culture needs.
DEIB and Culture Audits
Not sure where to start? We recommend a DEIB or Culture Audit.
In a Culture Audit, we interview a set of employees. We then give you a report on the biases that most affect the employees experience, along with a set of top recommendations on how to address them.
A DEIB Audit includes a Culture Audit, and also can cover demographics, policies, operations, and employee-facing materials. A report on your organization’s status includes top recommendations for debiasing your workplace.
Strategic Action Plans
Strategic Action Plans lay out blueprint for improved organizational culture. We prefer to create a Strategic Action Plan after a Culture Audit or DEIB Audit, but can also move right to the planning phase.
Strategy sessions create consensus on what is most important, available resources, and a feasible timeline. The result is a clear, multi-phase plan that can be implemented immediately.
“Bias Interrupters”
To be human is to be biased. It is part of the human condition.
So instead of trying to change how people’s brains work, we like to create external “bias interrupters” instead. These bias interrupters include new protocols for creating job postings, interviewing candidates, running meetings, allocating work, evaluating performance, and more.
“Suzanne’s whole process worked extremely well for us. She was so efficient! She did extensive background work and reviewed all the pertinent information prior to us even having our first meeting. She crafted an excellent custom DIB plan, and we’re excited to continue our relationship with her.”