The story of Mosaic Workplace is quite similar. The company emerged out of the passion and expertise of industry leaders and researchers to provide custom data-driven diversity and inclusion solutions. Comprised primarily of consultants with PhDs who teach, research, and publish in the field of diversity, Mosaic Workplace’s approach is always backed by extensive research. “We use our skills as psychologists to help individuals engage productively in crucial conversations, build empathy for traditionally marginalized populations, develop authentic connections with one another, and repair ruptures in relationships,” says Dr. Melissa Jones, the CEO at Mosaic Workplace.
A firm believer in the need for multiple, coordinated efforts from a diverse team of consultants to solve complex problems like inequality and inequity, Mosaic Workplace collaborates with other industry leaders to deliver co-created, data-driven, sustainable DEI results. Following is the conversation that Manage HR had with Dr. Melissa Jones to understand how the company’s academic background and extensive experience allow it to assess clients’ individual needs and how they apply scientific methods to address those.
What are the challenges existing today in the Diversity and Inclusion space, and how is Mosaic Workplace effectively addressing these issues?
Recently, the focus has been placed on recruiting and hiring employees from traditionally marginalized communities, and many companies are working towards having equitable hiring practices. Another challenge comes as inclusion—creating an equitable workplace where every employee can perform at their best. As psychologists, we conceptualize this as creating an environment where employees can experience a secure attachment to their workplace, regardless of their race, ethnicity, gender, sexual orientation, age, or any other identity factor. A secure attachment to work means that employees work hard and do not fear drawing appropriate boundaries. Securely attached employees know they are capable of fulfilling their responsibilities and are confident that others will respond well to them. We help companies create these spaces.
Please shed light on the Diversity and Inclusion solutions that Mosaic Workplace offers on the basis of its methodology, features, and benefits involved.
Comprehensive Assessment - Each organization is unique. That’s why Mosaic Workplace’s consultants use empirically supported qualitative and quantitative methodology to get a 360-degree view of your organization’s DEI practices and needs. We then present the results to key stakeholders in the context of industry best practices.
Evidence-Based Solutions - As researchers and scholars, we believe the best solutions are ones supported by the research. We scour the most recent peer-reviewed academic journals to match your needs to the best possible solutions, including company-wide DEI training, revised hiring guidelines, fair employment practices, executive coaching, employee mediation, updates to your company handbook, and more.
Measurable & Sustainable Results - We believe DEI initiatives should have measurable and sustainable results. We work with your organization to routinely conduct follow-up assessments to measure the impact of integrated solutions. We will not rest until your diversity and inclusion needs are met.
We are first and foremost a DEI education company. As academics and researchers, we believe in the power of accurate information delivered in a way that engages employees in conversations to build equitable workplaces
Please cite a case study on how you have enabled clients to overcome hurdles and attain desired outcomes.
We recently worked with a large, global company with offices in over ten countries. As they were growing globally, they sought to communicate a consistent DEI framework to over 12,000 employees. Mosaic Workplace worked closely with their DEI team to design and pilot a DEI curriculum to be delivered remotely over several weeks. Each of the six 90-minute modules included multiple check-ins and breakout sessions in order to engage participants in critical thinking and respectful dialogue.
Topics included recognizing positionality, the making of systems of oppression, understanding privilege, explicit and implicit bias, skills to counter associative learning habits, identifying and responding to microaggressions, guidelines for apologizing and accountability, creating an equitable community, communication patterns to build trust, and creating systems of accountability. Facilitators of the workshops represented different racial backgrounds and modelled vulnerability and responsibility throughout the workshops, utilizing their skills as licensed therapists.
What differentiates Mosaic Workplace from other players?
In the last year, Mosaic has delivered over 200 workshops to various organizations using a virtual, cohort learning experience. At Mosaic Workplace, we engage every employee through educational initiatives that effectively begin to dismantle harmful systems and build equitable communities.
We are first and foremost a DEI education company. As academics and researchers, we believe in the power of accurate information delivered in a way that engages employees in conversations to build equitable workplaces.
In order to facilitate an intimate an active cohort learning experience, we utilize Zoom as a communication platform, and within Zoom, we use breakout rooms, chat groups, and self-reflection activities to engage participants in an active learning process. By having cohorts and breakout groups that are consistent across workshops, participants begin to get to know the other employees in their cohorts, learn how to have crucial conversations, and begin to form professional relationships based on principles of equity.
We bring years of experience assessing and understanding where individuals, groups, and organizations are starting from and providing road maps and tools to help them get from Point A to Point B. Embedded in this is a foundational understanding that workplaces are relational spaces! Building on our natural abilities to care, connect, and empathize with those around us and work through relational difficulties enables people to invest in their teams, their work, and their communities in fulfilling ways.
With backgrounds as University professors researching, publishing, and educating about systems of oppression and their interpersonal implications, we have the tools and resources to meet people where they are at with their attitudes towards racism, and then slowly and interactively build on that understanding with sound educational principals.