USE CASES

Implement a Comprehensive DEI Program

Create an end-to-end DEI Strategy that engages your internal champions of change, fosters tolerance, and cultivates a culture of inclusion.
 

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Companies with robust DEI programs build competitive advantages:

3X

less likely to have disengaged employees ready to leave the company

$500M

of annual savings from increased efficiency and productivity

2.6X

less likely to have employees say that they withheld ideas and market solutions

Continuous Cultural Transformation

Key Challenges

Our current complex social times can be the most difficult period to continue diversity, equity & inclusion work
 

  • Workplace can be highly emotional, tense, or on edge

  • Social issues may polarize the workplace

  • Those with a different/contrary opinion on the social issue may argue against and challenge diversity, equity & inclusion efforts


During times of civil unrest and social change, many companies deprioritize diversity, equity & inclusion until a more convenient time. However, diversity, equity & inclusion work being more of a luxury or elective activity, than a requisite one creates immediate disconnection with BIPOC and other marginalized groups while impeaching the integrity of the company’s values.

Unlike competency-based training, even the best diversity plans require ongoing review, adaptation, and employee feedback to ensure the focus is on building an open, welcoming and equitable workplace, and this is especially true when emotional temperatures are running high.

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Lean DEI Approach

1

Customize your DEI Strategy to fit the unique needs of your organization

Identify those most at-risk of being disenfranchised

  • Our simple Network Analysis that identifies employees who are on the periphery of your trust and social networks, or are not connected to the key change sponsors in the team. Employees who face bias and have little access to leadership-level advocates are potentially at-risk of being in hostile environments.

Find any communication gaps, clogs or silos

  • These network inefficiencies prevent issues and incidents from bubbling up in a timely manner, leaving managers exposed to only becoming aware of the problem when it is too late to prevent or correct.

Amplify and Reward those employees and managers who lead by example

  • Many key employees and leaders play informal roles in teams that supplement their day-to-day jobs and help the team and organization build cohesion within the ranks.

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2

Establish a direct line of communication

Kim, our empathetic AI chatbot, will deep dive on the specific needs each at-risk employee group has and create a direct line of communication between those employees and leadership.

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Escalate Critical Issues

Create a pipeline to identify issues BEFORE they become incidents and bubble them up to the appropriate escalation and resolution avenues. Learn more ->

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Automated Check-ins

Proactively pulse employee sentiment and connect them to the right resources immediately, rather than waiting until it's too late. Learn more ->

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3

Get the right amount of expert help, at the right time, for the right people

Leverage insights gained from the identify and engage activities to:

  • Train people leaders on inclusive behaviors and change management techniques to manage cultural shifts within the company

  • Provide Crisis Management and Conflict resolution training to managers

  • Provide awareness building coaching support for any high-valued employee that struggles with the topic of diversity, equity, and inclusion. One complaint is more than enough.

Facilitate more in-depth conversations and deep dives into issues via:

  • Listening circles where employees discuss the current social issues in a safe environment via facilitated groups

  • Group conversations with staff about their distress (when expressed)

 

Diffuse any Diversity Resistance within the company

  • Those with unpopular opinions/sides may feel ostracized and left out, and this will further their anger, possibly strengthen problematic views, and make them less receptive to diversity, equity & inclusion efforts, and possibly negatively influence others.

  • Create groups/initiatives to further educate and engage

Want to learn more?