Good for business.
Good for humanity.
What exactly is Inclusion? And where did its cousin, Diversity, go?
Diversity and Inclusion have always been two peas in a pod. We believe they are both essential and related. But they are not interchangeable. Nor does expertise in one translate to expertise in the other.
Diversity, in our minds, is about who gets a seat at the table. Inclusion is about who gets a voice. Our expertise is in finding voice.
Inclusion. You know it when you see it. What should you look for?
Your employees report a sense of belonging without having to conform to a single norm
Ideas are voiced and tested
Questions and concerns are raised
Collaboration and innovation thrive
Speaking up - at any and every level - is a norm
Inclusion can't exist without diversity. But diversity is defined by scorecards and metrics. Inclusion is about actions, behaviors, and the leadership capability to bring it to life. The latter is where we play.
Good for business...how exactly?
Inclusion - true inclusion (not a laminated set of principles) delivers clear, bottom and top-line driving outcomes.
It keeps virtual and dispersed teams connected, efficient, and aligned.
It allows for the unspoken to be said - the "dumb" questions, ideas, and musings that help teams to innovate on products, enhance service delivery, mitigate risk, drive efficiency, and so much more.
It drives top talent retention. Because talent that contributes meaningfully experiences loyalty and engagement.
What are the drivers of Inclusion?
Building an Inclusion capability and culture relies on the following drivers:
Commitment: Inclusion begins with leadership buy-in; an understanding of the business and human case and a leadership dedication to bringing it to life
Listening. Individual experiences are personal and valid. Leaders must hear what people have to say.
Recognition of obstacles: If Inclusion were easy we'd all be doing it. Every organization has its blocks and obstacles. Understanding how to spot and remove them is key.
Action: Inclusion isn't about words, but observable leadership behaviors. They must be defined, stated, and role modeled.
Accountability: Every leader at every level must hold everyone in the organization accountable to agreed-to behaviors. There can be no exceptions. No one can be irreplaceable.
Inclusion doesn't flip on like a switch. It requires time, commitment, and hard work. We have road-tested ideas to share.
How do we help you build this capability and culture?
Due to the Covid pandemic, all options below have been tailored to deliver outcomes entirely remotely. It is our pleasure to deliver an independent experience or to integrate an offering into your leadership offsite or leadership development program.