In today’s ever-changing workplace, organizations are challenged to reimagine company culture that fully integrates Diversity, Equity, Inclusion, and Belonging. Talent attraction and retention continues to be a key driver to organizational success and the traditional practice of “set it and forget it” when it comes to company culture is broken. “Culture add” is replacing “culture fit” and businesses must evolve practices to embrace and empower both people and perspectives.
Organizations have spent a lot of effort on employee experience in recent years, however, the approach has largely been one size fits all. When companies make decisions on the work experience offered to entire teams of people, they may risk missing a key piece - the individual experience. Employees want to feel more included and strengthen the connection to the people and the work they do. A focus on individual impact creates a more inclusive employee experience than soley the overall work experience.
Developing inclusive cultures is not just the right thing to do, it also has a great impact on a company's financial performance. A recent Harvard Business Review study showed that high belonging drove 56% better job performance, 50% less turnover risk, and a 75% reduction in sick days, where feelings of exclusion caused employees to give significantly less effort to their team. That is a measurable cost to the bottom line.In order to realize the positive impact of inclusion and belongingness, we have developed the Inclusive Culture Alignment Tool. The tool is designed to assess and prioritize actions needed to create a measurable approach towards a more inclusive culture. We recognize this journey can seem overwhelming and it’s often difficult to know where to start. This process drives alignment on a starting point for your DEIB efforts whether you're just beginning or building on an existing foundation.
Exude Human Capital’s assessment tool evaluates the current state across fifteen dimensions of organizational culture and the degree to which inclusivity is integrated into each area. The assessment results are analyzed, scored and presented to participants in a facilitated conversation to align the various perceptions around the phases of progress. Our consultant guides the group to identify and prioritize 3 dimensions and define tangible action steps toward becoming a more inclusive and equitable organization. The process may be repeated to measure the impact of effort.
Outcomes from prior assessments have led to enhancements or modifications to recruitment and onboarding strategies, performance management, as well as employee policies and practices. In some instances, it has prompted clients to create a higher level of transparency around pay equity and compensation administration. In many of these cases, our clients have partnered with us to design strategies around communication, training and change management.
At Exude Human Capital Consulting we hear from our clients that the terms diversity, equity, inclusion and belonging can be very overwhelming. The inclusive alignment tool helps to create a common language and understanding of the specific areas they can influence to drive a more inclusive culture. This may include a starting point or continuation path with bite-size focus areas, allowing an organization to identify actionable next steps toward creating and leading an inclusive culture.
Organizations have spent a lot of effort on employee experience in recent years, however, the approach has largely been one size fits all. When companies make decisions on the work experience offered to entire teams of people, they may risk missing a key piece - the individual experience. Employees want to feel more included and strengthen the connection to the people and the work they do. A focus on individual impact creates a more inclusive employee experience than soley the overall work experience.
Developing inclusive cultures is not just the right thing to do, it also has a great impact on a company's financial performance. A recent Harvard Business Review study showed that high belonging drove 56% better job performance, 50% less turnover risk, and a 75% reduction in sick days, where feelings of exclusion caused employees to give significantly less effort to their team. That is a measurable cost to the bottom line.In order to realize the positive impact of inclusion and belongingness, we have developed the Inclusive Culture Alignment Tool. The tool is designed to assess and prioritize actions needed to create a measurable approach towards a more inclusive culture. We recognize this journey can seem overwhelming and it’s often difficult to know where to start. This process drives alignment on a starting point for your DEIB efforts whether you're just beginning or building on an existing foundation.
Exude Human Capital’s assessment tool evaluates the current state across fifteen dimensions of organizational culture and the degree to which inclusivity is integrated into each area. The assessment results are analyzed, scored and presented to participants in a facilitated conversation to align the various perceptions around the phases of progress. Our consultant guides the group to identify and prioritize 3 dimensions and define tangible action steps toward becoming a more inclusive and equitable organization. The process may be repeated to measure the impact of effort.
At Exude Human Capital Consulting, we hear from our clients that diversity, equity, inclusion, and belonging can be overwhelming.
At Exude Human Capital Consulting we hear from our clients that the terms diversity, equity, inclusion and belonging can be very overwhelming. The inclusive alignment tool helps to create a common language and understanding of the specific areas they can influence to drive a more inclusive culture. This may include a starting point or continuation path with bite-size focus areas, allowing an organization to identify actionable next steps toward creating and leading an inclusive culture.
