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All strategic development recommendations by DiversityFIRST™ reflect our holistic,
Head-Heart-Hand philosophy.
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Head = Knowledge
The "Head" portion of our philosophy refers to two specific factors:
- Organizations implement diversity processes for very sound and "rational" reasons.
- Before they can internalize a diversity message, individuals must first acquire knowledge and "accept" a message at the cognitive or thinking level.
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Heart = Empathy, Feeling and Understanding
This portion of our philosophy refers to the following:
- In addition to very concrete benefits, organizations also realize less tangible but equally valuable "soft dollar" rewards from implementation of a diversity management process. It is truly "the right thing to do.
Individuals move from cognitive knowledge to empathy, true acceptance and internalization of diversity messages |
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Hand = Action and Skill Application
Finally, action and skills are required to make any concept or idea a reality. "Hand" refers to:
- The fact that organizations, which accept the message, must take specific, concrete actions to ensure results.
- The fact that individuals who have truly internalized the diversity message behave and "do" things differently as a result of that understanding.
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Needs Assessment and Analysis
Assist the organization to assess and analyze the current state of Diversity and Inclusion
- Secure department and key stakeholder support and commitment to diversity management by soliciting participation during planning and development phases
- Identify personal and organizational obstacles that hinder effective diversity management
- Clearly identify the areas of greatest need
- Create a foundation of information from which to develop the organization’s Diversity and Inclusion Strategy
- Provide essential baseline data to support future decisions regarding specialized and supplementary interventions or initiatives
Development of a Diversity and Inclusion Strategy and Plan
Assist the organization to develop a convergent and performance driven D&I strategy
- Utilizing relevant data, identify key elements of a performance driven D&I strategy
- Engage organizational stakeholders in the development phase to gain buy-in and enhance the strategy’s sustainability
- Determine key elements of the strategy that can be phased out on a priority basis
- Develop a specific action plan to implement key initiatives that can result in sustainable change, e.g., Communicating the D&I Strategy Across the Organization, D&I Education Initiatives, etc.
Creation of a Corporate Diversity Council and/or Senior Management Diversity Council
Work in tandem with Diversity Head and/or selected personnel and senior managers to create a charter for a Corporate Diversity Council and/or a Senior Management Diversity Council.
- Create Vision and Mission Statements, Council Purpose, Goals and Objectives
- Selection and participation criteria
- Additional requirements, e.g., council structure, finances, process, etc.
Creation of Employee Resource Groups/Networks
Work in tandem with Diversity Head and/or selected personnel to create a charter for Employee Resource Groups/Networks.
- Create Vision and Mission Statements, Purpose, Goals and Objectives
- Selection and participation criteria
- Additional requirements, e.g., structure, finances, process, etc.
Development of a Performance Based Diversity and Inclusion Scorecard
Assist the organization to develop a performance based D&I Scorecard
- Identify targeted D&I initiatives which are deemed to be critical to the success of business units/functions and the overall organization
- Assess the progress of each initiative vis-a-vie practice vs. concept
- Provide a method for assisting managers in implementing actionable performance based initiatives for continued growth and progress
- Develop a process that creates engagement and accountability across the organization
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