Research has proven that diverse teams outperform those that are homogeneous and that inclusive workplaces have higher employee satisfaction. Yet, organizations struggle to set realistic yet aspirational goals for DEIA. And those organizations that do have reasonable goals often fail to operationalize them in a way that is transparent and sustainable.

We think about DEIA not only as a social and moral imperative, but crucial for maximizing effectiveness as an organization. We help organizational leaders define DEIA in their context, set a clear DEIA strategy, and map out actionable and measurable strategies to execute on their strategy. We support thinking through DEIA internally, and setting up the right structures, systems, and processes. We also help our clients consider how they might live out their DEIA values through their services, products, and programming with customers, partners, and other stakeholders.

Our DEIA transformation work typically includes a current state assessment, in which we understand how current staff, leaders, customers, or other stakeholders perceive the organization or its services and programs across various components of DEIA. We then discuss the results of those findings by identifying opportunities, and setting a future state vision for where the organization wants to be. We use best practices as a guide and organizational context to ground the strategy in a realistic approach. Our teams work hand in hand with our clients to define what success looks like for implementing DEIA strategies and support them to set up mechanisms to measure progress over time.