Phase I. Visioning
We facilitate the creation of a Diversity Vision for organizations. A planning committee is identified. This vision-defining planning committee is inclusive and has representatives from the organization’s stakeholders The organization’s diversity mixture is identified by this committee.
Phase II. Cultural Audit
The cultural audit is a needs assessment. We will conduct focus groups (interviews, surveys, etc.) The benefits are as follows:
- The creation of an open and inclusive channel for gathering feedback
- Obtaining new information about diversity-related issues and other concerns vital to the well-being of the organization
- Validation of assumptions about diversity issues
- Recognition that contributions for the organization’s diversity initiative can come from multiple sources
- Establishing employees and other stakeholders as sources for problem identification and solutions
- Development of an initiative based on fact rather than assumptions and political correctness
Phase III. Strategic Planning
The results of the cultural audit in Phase II are presented to the Planning Committee. Any “gaps” between the organization and the current organizational state will be identified and discussed.
Phase IV. Implementing
Establish a training schedule with planning committee. Conduct the training.
Phase V. Monitoring and Evaluation
Develop evaluation and monitoring tools and processes. Review with organization leadership and planning committee.
Phase VI.
Establish timeline for follow-up consulting quarterly.
