All people seek a sense of belonging to something greater than ourselves, and the inclusion of underrepresented groups positively affects these indicators. Belonging has a direct impact on engagement within the organization, leading to significant productivity improvements, and thus determining the return on investment of these types of initiatives.
It is a multidimensional analysis to understand the current state of Diversity and Inclusion within the organization. We analyze the culture, policies, and practices of the organization through a form given to the D&I or HR team.
Additionally, we survey 100% of the organization to analyze their perception of how D&I is experienced in the organization from their perspective. We include demographic variables that help us design specific policies for the organization.
Depending on the organization’s requirements, in-depth interviews or focus groups can be added to validate hypotheses raised during the quantitative stages.
Results with demographic cross-sections and a list of improvement opportunities for the organization, with an intersectional perspective.
Analysis on multiple dimensions and axes – including extended demographics – to understand the current state of diversity and inclusion in the organization.
Sensitization workshops allow us to deepen the process of unlearning and relearning in relation to the diversity and inclusion strategy.
Support consultancy on diversity and inclusion for committees, strategy development, policies, procedures and indicators design with an intersectional perspective.
We aim to analyze the narrative and representation of different communication pieces – internal or external – to avoid biases that perpetuate stereotypes in society.
