CREATE A CULTURE OF BELONGING™
Culture Of Belonging™ is a strategic DEI initiative that maximizes people, profits, and productivity. On an organizational level, we tend to think DEI conversations will lead to disruption or difficulty.
THE TRUTH IS:
When DEI is seen as a strategic initiative, it strengthens the foundation of your culture: YOUR PEOPLE.
THIS RESULTS IN:
Diverse teams who are motivated and productive because they feel seen, heard, and valued one in which your staff can bring more of their full selves to work. This is how you create A Culture of Belonging
Your audience will leave with:
✓ A new framework for understanding DEI
✓ A strategic roadmap to creating a more equitable, diverse, and differentiated work culture.
✓ A new shared language from real-time learning, conversations, and explorations.
DIFFERENTIATION IS THE SECRET WEAPON TO EMPLOYEE SUCCESS™
Diversity is the process of differentiating the employee experience throughout the entire employee life cycle, which will lift the performance of all employees. Differentiation is employee-centered and recognizes the uniqueness of every employee. It is a blend of organic and dynamic learning that will benefit all employees across the DEI continuum, those new to DEI and those who are not. This strategic approach provides a corporate education for employees at the right place and wrong time.
This program is perfect for
• Executives/Leaders responsible for creating a culture where everyone feels welcomed.
• Human Resource professionals accountable for the talent acquisition and talent management cycle.
• Change management professionals who want to take proactive measures to give assurance to the invisible employee.
Your audience will leave with:
• Strategies to create moments that matter.
• A framework for being intentional every day and with every touch.
• Culture Of Belonging Total Rewards P.B.I.S.™ (Performance-Based Incentive System).
EQUITY BEGINS WITH THE IEP (INDIVIDUALIZED EMPLOYEE PLAN) FOR EVERY EMPLOYEE
The IEP (Individualized Employee Plan) serves as a roadmap to employee success. It offers an ongoing strategy to identify employment goals and achievement objectives rooted in DEI Progress Monitoring™. The IEP creates an opportunity for executives, leaders, and employees to work together to improve the Culture Of Belonging™ results and outcomes. The IEP will serve as the cornerstone of employee retention, and satisfaction and provide administrative data to track developmental needs and plans.
This program is perfect for:
• Executives/Leaders who realize that DEI is an investment in human capital.
• Change management professionals who desire to create a space where everyone can bring their whole selves into the workplace.
• Human Resource professionals who understand that DEI is a strategic initiative to treat all employees as individuals but also allow them to belong.
Your audience will leave with:
• IEP template to chronicle the entire employee life cycle.
• A deeper understanding of what progress monitoring is and how to implement it.
• A hands-on approach to stabilize turbulent times and lead difficult conversations in a nonthreatening manner.
INCLUSION PROVIDES THE (LRE) LEAST RESTRICTIVE ENVIRONMENT
Having a clear understanding that every employee deserves an environment where they can flourish. The least restrictive environment grants access to opportunities and resources that eludes the average employee and deprives both the employee and the employer to miss out on the dynamic energy created when people with diverse learning styles come together. LRE offers support across departmental, generational, social, and racial lines to generate higher exceptions due to the elimination of anticipated barriers.
This program is perfect for:
• Executives/Leaders who desire to go deep into DEI practices rather than wide.
• Change management professionals who are striving to implement interdisciplinary strategies.
• Human Resource professionals who want to grant opportunities to potential hires or promote potential candidates who might not have enough experience.
Your audience will leave with:
• A plan to build an inclusive culture and increase the bottom line.
• Ideas on designing specialized programs to elevate with entry/mid-level roles to partner with management.
• The ability to discuss interpersonal differences in a nonthreatening environment increases inclusion and intersectionality.
