Diversity, equity, and inclusion in the workplace

Doing the right thing for people—and for the business

Making diversity, equity, and inclusion (DEI) part of the genetic code of an organization isn’t just the right thing to do for people. It’s also good for the business. It fosters innovation, performance and competitiveness. We help clients along their diversity and inclusion journeys—and are on the same journey ourselves. Because we can all do better.

What is employee belonging—and how do companies foster it?

To be successful in DEI efforts, organizations must create a company culture that enables a true sense of employee belonging. This is when employees feel they are valued members of the group who can bring their whole selves to work.

Together, diversity, equity, inclusion, and belonging are essential to creating an organizational culture where individuals can thrive. Each is vitally important in itself, and together, they are a powerhouse. 

Diversity

unites people with different characteristics and backgrounds

Equity

ensures fair treatment and opportunity

Inclusion

guides norms and practices to make people feel welcome

Belonging

is fitting in or feeling like you are a valued member of a group

Why do diversity, equity, inclusion and belonging matter in the workplace?

Commitment

Diversity climates” are likely to increase employees’ job satisfaction and commitment to the company.

Retention

Workplace belonging leads to a 50% reduction in turnover risk.

Innovation

Organizations with inclusive cultures are more likely to report a 60% jump in creativity, innovation and openness. 

Brand

Companies with inclusive cultures are 58% more likely to improve their reputations.

Financial performance

On average, greater organizational diversity leads to 19% points higher innovation revenues and 9% higher EBIT margins.

How do we help our clients drive sustained diversity and inclusion change? 

This work can be overwhelming. We have seen the pitfalls before:

  • Organizations reduce diversity and inclusion to a standalone activity.
  • They treat it as a compliance exercise or isolate diversity and inclusion programs in human resources. 
  • They struggle to get leadership buy-in and engage employees.
  • Or they are not comfortable having uncomfortable conversations about race and bias at work.

This makes it difficult to know where to start, how to align around a common vision, or what meaningful progress looks like.  

It doesn’t have to be this way. We break it down with a straightforward approach for threading DEI into everything organizations do—leadership, systems, processes, policies and programs. We meet organizations where they are in their diversity and inclusion journey and help develop a plan to drive lasting change. All while bringing employees along on the journey. 

We help clients to:

Identify strengths
and gaps

We get the pulse of the workforce through conducting employee surveys, analyzing organizational data, conducting focus groups and assessing other inputs to determine the current state of DEI and pinpoint needs and opportunities. 

Create and deliver
new strategies

We understand that this is a journey. That’s why we help clients chart a path forward, setting a DEI strategy, identifying milestones, engaging employees and communicating effectively. Through this process, we identify and deliver quick wins from the start.

Drive lasting
culture change

We emphasize meaningful culture change. As such, we focus on competency development and change management to influence positive DEI behavior change across the organization—infusing DEI ideals and values into the workplace culture.

Get comfortable with the uncomfortable

It’s important to normalize conversations about race and bias at work. So what can organizations do to start the conversation, make sure every voice is heard, and take real action to create a more diverse and inclusive environment? We talked to three experts over three webinars to find out.

Diversity & Inclusion Webinar Series recap View transcript

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Want to learn more about how to create a sense of belonging for your employees?