You get what you inspect, not what you expect...
Like every business challenge, you need to know the baseline - the current situation of where you are now - in order to plan where you want to go, how you are going to get there, and who is accountable for delivering this objective.
We understand Inclusion & Diversity targets and quotas are not for every organisation, however, they are key to measure the results and impact of your actions. We can help you:
Understand who is flowing IN (your recruitment strategy), who is flowing UP (your talent management strategy) and OUT (your inclusive culture) of your business. Where are the talent blockages and leakages, where laser focussed action can mitigate unconscious bias.
With all change initiatives, people need to understand the “Why” this is important and have a sense of urgency to act. Through the creation of a bespoke business case for I&D within your firm, this engages your workforce on the importance of I&D as they can see the direct business benefits.
In organsiations with a strong performance management culture, the annual grade allocated to an employee then impacts on their financial reward, talent assessment and opportunity for advancement. We carry out performance management heatmaps across the entire business, to assess if and where behavioural unconscious bias is taking place, at leader, team and department level to enable equitable and fair calibration of performance for all.
To track progress through the entire value chain of the organisation, including Suppliers, Consumers, Stakeholders, Community as well as the workforce and workplace.
Many companies want to hold themselves accountable for progress, and so make clear commitments regarding the shape of their future workforce. For example, 30% women in senior leadership roles by 2025, 33% of US colleagues in management roles to be from Diverse backgrounds, we applaud this commitment, and offer predictive and prescriptive analytics, highlighting the specific actions that need to be taken to achieve these goals.