EMBEDDING
Sustain changes. Maintain progress.
INSTITUTIONALIZING INCLUSIVITY
The only way to achieve the culture you want is through sustaining the changes you make. As an organization striving to create an open, team-oriented, positive environment that enables everyone to grow and learn from each other both professionally and personally, it's essential to embed and align your organization around practices that support inclusion and strengthen culture.
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Our approach doesn't put different types of organizational culture into a box or category. Instead, we study the positive aspects of your current culture and what outcomes you want in order to discover opportunity areas and develop your ideal future state.
Embedding personal branding and inclusion in leadership practices is essential because it helps leaders effectively communicate their brand and value proposition to others, while also creating a culture of diversity, equity, and inclusion within the organization. Help your leaders develop valuable skills that will help them excel in the workplace, with clients, and in the industry with leadership programs for business professionals who need to redefine their leadership brand and take their reputation to the next level.
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LinkedIn reports that, on average, employees have ten times more followers than their company's social media accounts. Post Beyond also notes that employees receive eight times more engagement than content shared by brand channels. The bottom line is that we trust people more than we trust brands and engage with people more than brands. If you don't get your employees involved on social, you're absolutely losing out to companies that do.
Let's co-create a meaningful strategy for inclusive leadership and brand development.
Inclusion speaks to your company’s ability to create a collaborative, supportive environment that enables all employees to contribute and participate equally, thus leveraging the impact of this diverse workforce. Together, we’ll engage individuals from all parts of your business, using their unique insights to co-create a set of shared strategic goals to apply across all divisions.
SHARED REALITY
Developing a shared understanding of what an inclusive culture would look like in your business and managing changes to support
DEFINED FRAMEWORK
Building a framework to cascade your diversity action plan right the way through the organization
CLEAR ROADMAP
Producing a clear diversity and inclusion roadmap, setting out your vision for where the business wants to be, and the actions and milestones needed to get there
ONGOING SUPPORT
Supporting your in-house DEI champions, networks and working groups through the process
561%
more reach when employees share brand messages than the same messages shared by a brand's social media channels
Expanding diversity in leadership requires planning, dedication, and a commitment to ongoing staff development. Building an inclusive workplace culture takes more than hiring diverse talent for entry and mid-level positions.
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According to PostBeyond, when brand messages are shared by employees on social media, they get 561 percent more reach than the same messages shared by the brand's social media channels.
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For your business to benefit fully from workplace inclusivity – which may include improved revenues and increased innovation – it’s vital to prepare, develop, promote, and advance all of your leaders for key posts. Infuse your company's leadership with diverse voices.
