“I created this valid and reliable self-assessment on inclusive leader competencies so you may gain insights on assessing and developing inclusive leaders at the frontline, mid-level, and senior level in this valuable 12-Page job aid.”
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“I created this valid and reliable self-assessment on inclusive leader competencies so you may gain insights on assessing and developing inclusive leaders at the frontline, mid-level, and senior level in this valuable 12-Page job aid.”
At Inclusive Leaders Group, we approach Diversity, Equity, and Inclusion (DEI) as a Business Strategy rather than an HR or Compliance matter. We utilize a maturity model to help an organization assess where they are on their DEI journey and to serve as a visual representation of the necessary path forward towards a more equitable and inclusive culture.
DEI as a business strategy starts at the top and must have the backing and active involvement of the organization’s leadership, including the CEO, board of directors, and the executive team. Our process involves obtaining agreement with your CEO and senior management team about the key stakeholders and business objectives and defining the changes needed to achieve the agreed-upon key business goals.
Every company, nonprofit, and healthcare organization has different business goals, start at a different place, and seeks to advance its DEI journey at a different pace. Therefore, the DEI strategic framework will vary – but include measurement and accountability along with one or several components including talent strategy, customer experience, advertising/marketing/branding, and corporate social responsibility.
We are results-focused and solution-neutral until we have determined any reasons for the gaps that exist in business and DEI performance. We are a team of strategic talent management, diversity, equity, and inclusion, learning, and organizational development and mental health practitioners with over 40 years of experience in driving measurable change in diversity, equity, inclusion, and belonging (DEIB).
Our work enables client organizations to reconsider entrenched ways of thinking and behaving, build teams and leaders that fully reflect the diversity in the world, increase innovation, and improve financial performance.
This framework is based on decades of talent and organizational development performance consulting—and all of our solutions are research-based, which means they are optimized to deliver measurable and sustainable outcomes.
Diversity, Equity, and Inclusion (DEI) as a Business Strategy
At Inclusive Leaders Group, we approach Diversity, Equity, and Inclusion (DEI) as a Business Strategy rather than an HR or Compliance matter. We utilize a maturity model to help an organization assess where they are on their DEI journey and to serve as a visual representation of the necessary path forward towards a more equitable and inclusive culture.
DEI as a business strategy starts at the top and must have the backing and active involvement of the organization’s leadership, including the CEO, board of directors, and the executive team. Our process involves obtaining agreement with your CEO and senior management team about the key stakeholders and business objectives and defining the changes needed to achieve the agreed-upon key business goals.
Every company, nonprofit, and healthcare organization has different business goals, start at a different place, and seeks to advance its DEI journey at a different pace. Therefore, the DEI strategic framework will vary – but include measurement and accountability along with one or several components including talent strategy, customer experience, advertising/marketing/branding, and corporate social responsibility.
Results-Focused
We are results-focused and solution-neutral until we have determined any reasons for the gaps that exist in business and DEI performance. We are a team of strategic talent management, diversity, equity, and inclusion, learning, and organizational development and mental health practitioners with over 40 years of experience in driving measurable change in diversity, equity, inclusion, and belonging (DEIB).
Our work enables client organizations to reconsider entrenched ways of thinking and behaving, build teams and leaders that fully reflect the diversity in the world, increase innovation, and improve financial performance.
This framework is based on decades of talent and organizational development performance consulting—and all of our solutions are research-based, which means they are optimized to deliver measurable and sustainable outcomes.
Contracting and Accountability
Current DEI Performance versus Expectations
Create DEI Strategy, Select Solution(s) & Execute
Evaluate Actual versus Desired Results; Adapt & Realign
.. and it keeps going in a continuous discovery and improvement cycle…
Our Approach to DEIB is a continuous discovery and improvement cycle
Current DEI Performance versus Expectations
Create DEI Strategy, Select Solution(s) & Execute
Evaluate Actual versus Desired Results; Adapt & Realign
Contracting and Accountability
Our Strategy Development Solutions can get you started with best practices.
Education and training courses tailored to learners’ needs by role, meeting them where they are
Companies, organizations, and governments can play a major role in addressing racial inequities.
Our Strategy Development Solutions can get you started with best practices.
Our SolutionsEducation and training courses tailored to learners’ needs by role, meeting them where they are
Our CoursesCompanies, organizations, and governments can play a major role in addressing racial inequities.
Help Address Racial Equity
Workforce diversity, equity, inclusion and belonging solutions
for organizations and individuals.
Workforce diversity, equity, inclusion and belonging solutions
for organizations and individuals.
Companies in the top-quartile for ethnic/cultural diversity on executive teams.
(Source: McKinsey & Company)
Companies in the top-quartile for gender diversity on executive teams. The highest-performing companies on both profitability and diversity had more women in line (i.e., typically revenue-generating) roles than in staff roles on their executive teams.
(Source: McKinsey & Company)
Publicly traded companies on the DiversityInc Top 50 List outperform by 50% over 10 years.
(Source: DiversityInc)
80% of working Americans say inclusion is an important factor when choosing an employer.
(Source: Deloitte)
MORE LIKELY TO HAVE INDUSTRY LEADING PROFITABILITY
Companies in the top-quartile for ethnic/cultural diversity on executive teams.
(Source: McKinsey & Company)
MORE LIKELY TO OUTPERFORM ON PROFITABILITY AND 27% MORE LIKELY TO HAVE SUPERIOR ENTERPRISE VALUE CREATION
Companies in the top-quartile for gender diversity on executive teams. The highest-performing companies on both profitability and diversity had more women in line (i.e., typically revenue-generating) roles than in staff roles on their executive teams.
(Source: McKinsey & Company)
COMPANIES
OUTPERFORM
Publicly traded companies on the DiversityInc Top 50 List outperform by 50% over 10 years.
(Source: DiversityInc)
SAY INCLUSION
IMPORTANT
80% of working Americans say inclusion is an important factor when choosing an employer.
(Source: Deloitte)
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