It can be hard to accurately assess yourself and your company. People are typically too hard or too easy on themselves, and this leads to unreasonable or insufficient expectations. And, if you’re a client in need of a case study to determine if you need diversity and inclusion services, things get even dicier. These things can feel immeasurable.
But, lucky for you, with The Simmons Advantage, you’re in good hands. We’ve been providing premium support for companies making meaningful change for over 20 years. Whether we’re dealing with disabled workers or other disadvantaged groups, we know what it takes to level the playing field and give everyone the opportunity to flourish.
Here are 3 signs you could use diversity and inclusion services.
A huge sign you need diversity and inclusion services is how your company quantifies and qualifies diversity. If your company turns everything into a numbers game, it’s very likely you need our services.
For example, if your signal callers are more concerned with increasing diversity metrics through recruiting initiatives but don’t present concrete ways to change the culture and environment, you have a lot of work to do.
Providing disadvantaged people, especially those with disabilities, opportunities is only half the battle. Because that doesn’t necessarily protect them from discrimination. Actively supporting and nurturing a diverse and inclusive ecosystem is twice as essential as hiring initiatives.
While initiatives to establish a more inclusive work environment are huge steps in the right direction, these kinds of things can often be nothing short of shallow and perfunctory efforts to keep people off their back. It’s important to ensure they aren’t all smoke and mirrors.
In fact, if there are no efforts made to measure the efficacy and progress they’ve made and consequently reform processes to make work environments as inclusive and diverse as possible, this is a good sign you need diversity and inclusion services.
Establishing and clearly communicating specific, measurable targets with concrete dates is imperative. Untracked progress is as good as regression.
Auditing your processes, from hiring to retaining to firing, is essential. Also, communicating with employees directly and through confidential channels is hugely beneficial. Understanding the culture is impossible without talking to employees.
If you survey your offices and see your company has a racially diverse population, you might think you have nothing to worry about. You might even think you’re ahead of the curve. But there’s so much more to it. And our diversity and inclusion services will help you realize this.
For example, if everyone comes from the same socio-economic or educational background, and even if they have similar mannerisms and characteristics, but you think everything’s peachy, you might need to reframe what you think diversity is. Diversity is more than race. It’s more than gender, sexual orientation, age, ethnicity and culture. True diversity is situational and behavioral.
Situational diversity takes things like marital status, age, family, economic status, location, and more into consideration. And behavioral diversity takes work style, problem-solving styles, special needs, desires, and values into consideration.
In short, while you may think you have a diverse workforce, there can still be rampant exclusion that requires immediate reconciliation. And, to truly transform your company and culture, these nuanced aspects of diversity must be first understood.
If, after conducting your own case study using our guide, you think you need diversity and inclusion services, then the Simmons Advantage is your best bet. With over 20 years of experience, we know how to level the playing field and supply true opportunity.
Contact us now for a consultation! The sooner you sow the seeds, the sooner you can reap the harvest.