Diversity, Equity, Inclusion & Belonging

Create a culture of trust, support, and belonging in your organization to make it genuinely representative.

A really successful company requires vibrant employees. But in order to create a creative, future-ready culture that values diversity at every level, from recruiting to retention and progression, the diversity, equity, inclusion, and belonging (DEIB) methods of the past are simply insufficient.

We can assist as pioneers in diversity consulting. DEIB is ingrained in our vision, and through our own development, we have created exceptional teams and a culture that has won numerous awards. We have supported our clients in people-centered organizational transitions for decades, and along the way, we have picked up many important insights. We are aware that having a more diverse and inclusive workplace benefits more than just the people who work there; organizations that make a DEIB commitment outperform their competitors on many important criteria.

Business Impact of Diversity, Equity, Inclusion, and Belonging


More than 3 in 4 employees and job seekers report a diverse workforce is an important factor when evaluating companies and job offers.


Companies with more diversity in senior management are 1.7x more likely to capture a new market.


Employees in a “speak-up” culture are 3.5x more likely to contribute their full innovative potential.


Teams that are gender, age and geographically diverse make better business decisions 50% of the time.

Some of the solutions that we offer are:

DEIB Makes Financial Sense

According to a 2018 report from McKinsey & Company:

  • 21% of companies in the top 25th percentile for executive team gender diversit
    y is more likely to experience above-average profits.
  • 33% of companies with more culturally and ethnically diverse executive teams are more likely to experience above-average pD&I Makes Financial Senserofits.
  • Companies in the top-quartile for gender diversity on executive teams were 21% more likely to outperform on profitability and 27% more likely to have superior value creation.
  • Companies with the most ethnically/culturally diverse boards worldwide are 43% more likely to experience higher profits.

Major consulting and research firms weigh in on the positive impact to the bottom line:

  • 78% of respondents to Deloitte’s Global Human Capital Trends research believe diversity and inclusion is a competitive advantage.
  • Gartner Research shows highly inclusive organizations generate 2.3x more cash flow per employee, 1.4x more revenue, and are 120% more capable of meeting financial targets.
  • Credit Suisse shows that companies whose senior management teams are more than 15% female had a 5% higher return on equity.

DEIB Attracts and Retains Talent

Research from Glassdoor, one of the world’s largest job retention and recruiting sites, shows the following:

  • 76% of job applicants value diversity.
  • 57% of employees believe employers should be doing more to promote and increase diversity.
  • 67% of both active and passive job seekers say that when they’re evaluating job offers, it is important that the company has a diverse workforce.

How We Help You

We blend years of expertise, in-depth DE&I expertise, and global benchmarks to support you in making decisions based on data and analytics, not simply instinct. We assist individuals and leaders adopt inclusive habits. To ensure that talent procedures are fair and equal, we also change the system as a whole.

Assessment is a critical step to long-term success, as it provides a data-driven understanding of organizational current state around DEIB. We conduct Diversity, Equity & Inclusion assessment /audit also known as equity assessments, equity audits or climate assessments by collecting valid data and information about the performance of your organization on key DEIB factors. After using multiple data-gathering processes the data is then analyzed to determine the current state around DEI in the workforce. This data helps identify and remove programmatic barriers that impede full participation, access, and opportunity to all and opens up specific factors that then supports you to create a diverse and inclusive organization

The initial diagnostic (audit/assessment) reveals the organizations gaps and challenges as well as strengths and assets. Then we take the data from the diagnostics and identify the key areas to focus, for reaching your immediate priorities, while keeping your long-term DEI goals firmly in view. On the way we create the case for change, and align your leadership team with the big picture of embedding an inclusive & equitable lens in all aspects of the organization as part of the DEI plan

We encourage you to involve stakeholders in determining the initiatives that your organization will undertake, including building a diverse leadership team and prioritizing inclusion processes and policies. Then we support you to shortlist resources for you as well as to set up concrete diversity goals throughout the organization based upon optimistic (but still realistic) benchmarks, hold your organization accountable to them. This includes setting clear goals, expectations, and outlines for your human resource professionals to bring in diverse talent, establish continuing education, diversity trainings, workshops and programs for employees, and make sure these programs get tied into their annual goals

Unconscious biases, also known as hidden biases or implicit biases, are hidden within a blind spot of the brain. These biases guide our behavior without our being aware. Once lodged in the brain, based on what we have experienced or been exposed to in life, hidden biases can influence behavior toward members of particular social groups, such as women, minorities, people of certain religions, people of certain ages, and more.
There are many types of unconscious bias, i.e. Affinity bias—favoring employees who “fit your culture,” often resulting in hiring and promoting people with similar interests, experiences, and backgrounds to existing company management, Confirmation bias—disproportionately rewarding employees based on their names, places they’ve lived, or schools attended, Name bias—hiring or rewarding employees simply based on a person’s name. A study from the National Bureau of Economic Research showed that people with “white names” receive 50% more interview call backs than those with African American sounding names.We support leaders through several strategy implementation like bias trainings for leaders & workforce, setting expectations of your employees, ensuring employees understand stereotyping, being transparent about your hiring and promotion process having clear criteria for evaluating qualifications and performance to mitigate against unconscious bias in your workforce through concrete and transparent steps. This allows to attract and retain unique talent, improves productivity, and positively impact the bottom line.

We work with you to develop a repeatable model for successful recruitment by prioritizing inclusive recruitment strategies and setting clear diversity recruitment goals as well as the role-modeling and behavior change so critical to achieving your desired culture. We will help you to develop a repeatable playbook for converting target talent pools into successful hires and create a culture cascade program to evolve the broader culture and provide the necessary reinforcing support.