| | JUNE 2022MANAGEHRMAGAZINE.COM19In addition to having extensive DEI experience and knowledge, we are skilled communicators, helping clients with internal and external strategies and messaging to strengthen their DEI initiatives2. Understanding and awareness. There are different opinions and perspectives that counter the actual definition of DEI. Creating awareness through education enables understanding and support. 3. Lack of accountability. The failure to establish and communicate objectives, performance expectations, and measurement is the death knell for meaningful outcomes. 4. Depth of investment. Dedicated resources for practices and programs are critical for initiatives to survive and sustain. Without this support, a company's approach to DEI may be seen as merely performative.Additionally, COVID-19 has upended the workplace. Millions of employees have voluntarily left the workforce for assorted reasons. Baby boomers are retiring, and unlike prior generations, millennials and Generation Z are less likely to stay in organizations where they feel poorly treated or are not meaningfully engaged. Additionally, studies suggest these individuals are not inclined to want to work for employers who do not value diversity, equity and inclusion. These factors are propelling organizations to rethink human resources practices, especially those involving employee acquisition and retention.Our discussions reveal most employees prefer to work in organizations that uphold the ideals of DEI. They want to see and experience factors that transcend the traditional dimensions of diversity. Workers want to feel physically and emotionally safe at work. They are less tolerant of biased and disrespectful behavior from peers and supervisors. Behaviors that disrupt psychological safety such as unfair judgment, repercussion, retaliation, and microaggression create workplace trauma, and incite employees to walk away. Fortunately, many companies are focused on creating workplaces where people want to contribute, innovate, and stay. Additionally, the changing face of the workforce is also having an impact. U.S. Census projections suggest a significant percentage of the future available labor force will be women and people from minority populations. As such, organizations are responding to the need for more inclusive cultures and practices.What is Elevate's methodology for providing its services?We seek first to understand the existing culture of an organization. Our assessment may unfold through interviews, focus groups, informal conversations and surveys. For every endeavor we engage the 3-C Principles: Commitment, Complexity and Communication. First, we consider the depth of commitment from executive management for DEI. Next, we study structures, policies and practices that may be in place or need to be developed to support the success of the work. We frame this as complexity. Finally, we try to understand the language of the organization to help with communication. We believe communication must permeate every level of the organization to ensure understanding, support, and adoption of diversity, equity and inclusion.This collection of intelligence propels the design and development phase of our work. The beauty of our approach engages the client at every stage. The outcome is a cohesive package that may consist of strategies, programs, policies and training services. This is followed by implementation. Our model is flexible enough to incorporate new insights and discoveries that are often revealed during program implementation, and for which adjustments may be needed. The goal is to address concerns, offer solutions that resonate, and achieve maximum business impact. Finally, in collaboration with our clients, we measure outcomes to determine effectiveness. Our facilitation and training services use experiential approaches to create relevancy. Whether in the classroom or the boardroom, Elevate helps participants create an emotional and intellectual connection to DEI tenets by inviting them to think about their own life experiences as they seek to understand others, especially those who may be marginalized in society and workplaces. Through this, we forge an emotional and intellectual connection to DEI, which we believe, is paramount in creating culture change. What sets Elevate apart from the other players in the space?In addition to having depth of DEI experience and knowledge, we are skilled communicators who can help clients with internal and external messaging to strengthen their DEI initiatives. Through strategic and practical approaches, we help organizations communicate their ideals in ways that resonate with employees, customers, stakeholders, and in the communities where they operate. In summary, we do this work because we care to elevate the performance of individuals, teams and organizations.
< Page 9 | Page 11 >