The Era of Inclusivity
Inclusivity is expected by each organization’s employees, managers, and leaders. So if you aren’t doing the work — start today!
Let’s cut straight to the chase. Since the recent affirmative action ruling companies are trying their best to determine the next steps for advancing their work in the DEI space. As a DEI strategist and practitioner, I have been asked:
Will the change impact corporate decisions, behaviors, and opinions regarding the nature and value of DEI work?
Are there reputational or political risks for businesses who continue to partake in the work of DEI?
If you do partake as an organization, what will you call the work?
FutureSense Consultants can answer these questions.
We partner with organizations to define what inclusivity is for their organization through our solutions, offerings, products, and services. We are consultants assisting, supporting, and advising organizations on the overarching outcomes of inclusivity which includes the D, E, I, A, B, and J.
Why the name Inclusion Services?
I often refer to DEI as the two C’s, meaning it can be complex and complicated, and nothing in 2023 has become easier in this space. Our goal is to break down potential barriers and walls that might prevent us from being effective for our clients, hence our decision to refer to the work we do with our clients as Inclusion Services.
Our mission has been and will continue to be to meet the client where they are at with their DEI journey and needs. As we consult and advise on the unique ways to approach Inclusion Services, it’s important for organizations to select the nomenclature that makes sense to their internal workforce and workplace, along with the employees and communities in which you serve.
In the corporate landscape, the movement towards diversity, equity, and inclusion (DEI) is no longer a check-the-box approach, meaning organizations need to embrace a long-term strategy. The one component of DEI that appears to have transformed into a fundamental pillar for businesses aiming to thrive in today’s globalized environment is inclusion.
With that said, we know that all parts of this work, whether referenced as diversity, equity, inclusion, accessibility, belonging, or justice, are representative for the right organization, right set of employees, with the right set of intersections, and with the right implementation.
The residual impacts of large moments of civil unrest, such as the Murder of George Floyd, in time need to drive a level of momentum that results in sustainability and continuous improvement. This happens through measurement, accountability, outcomes, and actively engaged executive sponsorship.
The new era of inclusivity
In essence, this era embodies the creation of a space of grace and belonging where every employee feels valued and heard based on the intersections they are bringing to the organization that offer diversity. It does not mean that knowing your numbers is not important regarding demographics, it means a holistic approach is needed — one that mirrors the community the business resides in so representation is visible.
“As part of the workforce, I want to see people who look like me, I want to work with people who share my lived experiences, and I want to work alongside colleagues who make inclusivity a priority. ”
So, why, if DEI has become so imperative to business is everyone not leaning into the work?
At the very heart of every business is its employees who represent diversity in some capacity. By fostering a workplace that prioritizes inclusivity, businesses are investing in an ecosystem of diverse thought, creativity, and powerful innovation. Here are a few reasons why FutureSense Inclusion Services will continue to be vital to businesses:
Enhanced Innovation: A diverse team brings a myriad of experiences and perspectives. This diversity of thought is known to enhance creativity and innovation, making the company more adaptable and forward-thinking. We want our clients to be the drivers of innovation.
Global Perspective: In an era where businesses are remaining global to remain competitive, a multicultural workforce provides broader insights, values, and consumer behaviors. As businesses, we should want diverse thought leadership that understands various markets around the world, making the landscape of work more interesting and more representative of the collective lived experiences.
Better Financial Performance: When the data and research show that companies with diverse executive teams have been found to outperform their counterparts in terms of profitability, you would think that every organization would leverage Executive Services, such as search and coaching to source, acquire, and retain all levels of employees.
Improved Decision-Making: Multiple studies have shown that diverse teams make better decisions faster, resulting in meaningful and sustainable improvements. Decisions are at the forefront of how an organization progresses, so it makes sense for decisions to be representative of diverse schools of thought.
Attract and Retain Talent: As the most recent generations enter the workforce, there is a marked preference to work in inclusive environments. A commitment to DEI attracts and retains top talent. The core of what we do at FutureSense is to assist our clients with supporting their employees through a full life cycle of enriching and engaging hire-to-retire experiences.
As we launch Inclusion Services to our FutureSense audiences, we anticipate some prospective clients who will lean in quickly to create their strategy, governance, and long-range planning to establish a welcoming and inclusive culture.
Let’s start the discussion and work through the complexities that will shift the trajectory of your business, your customers, and positively impact the lives of your employees.