Advocating for and implementing initiatives to create and promote equity in health and wellness for patients, the workforce, and the community. Focusing on fair access and opportunities for all individuals regardless of background or circumstance results in equal outcomes.
Collaboration with the organizations' leaders for one-to-one or group development and review of strategic goals. Collaboration between team members recognizes the value of connection among designated members and leads to highly productive teams. It advances cultural transformation.
Utilizing data comprehensively examines and pinpoints DEIB impact. It tracks progress and reveals trends both positive or in need of action planning. Data drives informed, objective decisions and impacts all areas of an organization's strategic plan - workforce, patient experience, and current and future state direction.
There are many benefits for an organization to have Employee Resource Groups (ERGS), Business Resource Groups (BRGs), or Diversity Councils (DCS). They support the organization's strategic plan and it's direction while increasing employee experience and engagement. They bring success across many levels of the system. They can provide connection, promote values and innovation, identify and develop leaders, improve employee retention, knowledge, and cultural competency, and aid in reaching strategic goals.
All surveys and assessments involve the collection and analysis of data that is important to an organization's success. They can uncover and target indicators that are excelling, and others that need to improve. The results reveal a snapshot of the areas thriving and those in need of support to flourish. The goal of participating in an assessment or survey is to gain an understanding of the skills and strengths working and competency gaps identified for continuous improvement. Surveys and assessments act as a tool that can contribute to more informed strategic decisions.
Today's leaders and leaders of the future require a breadth of competencies and skills that will best serve them and their organizations.
Formerly known as "soft skills" this paradox for the skills that take deliberate development. Self-reflection, self-awareness, resilience, flexibility, cultural humility, collaboration, empathy, and living with ambiguity are a sample of the competencies that define today's leaders. The strength of a leader is recognizing their values and developing them to create a values-centered leader, resulting in better-performing organizations.
We provide solutions that include:
We provide solutions that include:
Examples:
We provide solutions that include:
We provide solutions that include:
We provide solutions that include:
We provide solutions that include:
As a Diversity, Equity, and Inclusion (DEI) Practitioner, it's crucial to consider various factors to effectively promote DEI and enhance Belonging within an organization.
Here are key considerations:
Strategy
Creation, review, and alignment of DEIB objectives with
the organization's strategic plan. Creating DEIB strategic plans that drive and increase DEIB within and across systems. Assuring each strategy has DEIB embedded within its focus and tactics to achieve it.
Cultural Competence
Cultural Humility is the first step to increasing cultural competence. Building knowledge, and gaining appreciation, and understanding of diverse cultures and beliefs, contributes to navigating and integrating them into the workplace and workforce to meet and exceed strategic goals and objectives.
Learning & Education
Ongoing application of dynamic learning methods to meet the
needs of the organization's growth and competitive edge. Developing necessary skills and new competencies that support the discomfort that comes with new learning. Keeping up with the pace and leading in a rapidly changing world, is key to any organization's success.
Impact
Review the application of DEIB data, tracking metrics, and revealing survey and evaluation, outcomes. Reviewing the gap analysis that presents and applying the results to create strategies to meet the organization's challenges and position it for growth.
Psychological Safety
Developing a trustworthy workplace culture. A culture where team members feel secure and safe to speak up, give feedback, and share ideas without negative results. Fostering belonging, team building, and continuous workplace improvement for the good of all.
Integrity
Upholding solid principles and values that align with conduct that is demonstrated through consistent behavior. Connecting organizational values with individuals and the workplace.
Collaboration
Uniting diverse team members' contributions, and working together to achieve collective goals beneficial to the organization and its team members.
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