In the last decade, a growing body of research has examined what it takes to move institutions and work places to exhibit equity and inclusion in all departments. Research by Frank Dobbins and Alexandra Kalev identifies the necessity of mentoring and accountability strategies, paired with training, to move beyond the status quo. Often these office practices are so imbedded in daily habits that they are invisible to most of us.
The purpose of the consultation is to identify the level of participation across the workplace including leadership, human resources, communication, marketing, procurement, and more, virtually touching the job descriptions of everyone in an office setting – making everyone accountable for equity and inclusion. Tools such as the Global Diversity and Inclusion Benchmarks are often free (with permission) and do not require a consultant for implementation.
“I have come to this work after 24 years as the founder and director of the UNC Asheville Center for Diversity Education. During that time, much of the early years focused on K-12 and community programming from the idea that education is pivotal to impacting how equity and inclusion is increased in a work, school, and community setting. While I still know that to be true, over the last 10 years evidence-based strategies to address institutional bias has grown. Activities such as developing a strategic plan, Equity Committees and Managers, revising job descriptions and performance measures, widening the relationship circle, and more are all proven strategies for holding organizations accountable to change the culture of an institution”.