Diversity, Equity, and Inclusion (DEI)
Because effective & sustainable DEI efforts must require both bold leadership and employee voice & empowerment, a well thought out strategy is required. We must start with leaders’ and employees’ definitions of these much-tossed around buzzwords. What does Diversity mean to you? How does it/doesn’t it show up in your organization? Equity? Inclusion? How do they or don’t they show up? After we flush this out together, we can co-create objectives, and collaborate to implement effective and lasting solutions.
Adapted by Krys Burnette in
‘Belonging: A Conversation about Equity, Diversity, and Inclusion’
Organizational Assessment
Organizational Assessments may include:
1. Informational interviews & focus groups with select individuals to help understand work culture, pain points, & aspirations
2. Reviewing mission statements & prioritized objectives, and understanding the process of crafting/modifying them
3. Understanding assets and constraints of the current organizational and departmental culture
4. Review of organizational documents and data, including evaluations & summaries from previous initiatives & employee development work (if applicable)
5. EQ-i 2.0 & EQ360 Assessments for leaders, people managers, and employees to better assess coaching/training needs
Organizational Assessments may include:
1. Informational interviews & focus groups with select individuals to help understand work culture, pain points, & aspirations
2. Reviewing mission statements & prioritized objectives, and understanding the process of crafting/modifying them
3. Understanding assets and constraints of the current organizational and departmental culture
4. Review of organizational documents and data, including evaluations & summaries from previous initiatives & employee development work (if applicable)
5. EQ-i 2.0 & EQ360 Assessments for leaders, people managers, and employees to better assess coaching/training needs