Diversity and Inclusion (D&I) has become a common strategic initiative with the same goal: building a profitable company through a variety of perspectives. In today’s workplace these two words are often put together, but understanding their distinct differences is the key to your success. So why does Blend Me use Inclusion and Diversity instead of Diversity and Inclusion (D&I)?
Inclusion produces an atmosphere where employees feel welcomed and valued because of their individual differences. Leadership plays an integral role in making sure inclusion is modeled as a way of life inside the organization. After all, it is the unique experiences of each individual which positively impact organizational outcomes. Absent an inclusive culture, you may struggle to attract and retain the best talent.
Diversity is distinction and representation. It is the many differences that people can bring to the table. Collectively, a variety of different backgrounds, experiences, and perspectives lead to dynamic teams and increased innovation.
Inclusion and Diversity are distinct components requiring their own resources and strategic efforts, but are highly dependent on the success of one another. So, while you may initially be concerned with promoting diversity at your organization, your efforts will multiply when they are built on a foundation of inclusion.
As Blend Me’s primary focus is on internal marketing and engagement, we must first start by looking inward at the current culture of your organization to ensure that policies and procedures are conducive to an inclusive and diverse workplace.
No matter what brought you to our door today, we’re glad you’re choosing to take this step. This is your opportunity to make a positive impact on your company, both internally and externally. Take a look at some of our services and let’s get started!
How We Can Help
Inclusion and Diversity Services
High-performing teams are effective because of the presence of differences – in nationalities, age, race, gender identities, and socioeconomic classes. It becomes important to review your practices for attracting and hiring new employees. We can help identify areas for improvement to help you grow a diverse workplace.
- Strengthen current recruitment strategies
- Review interviewing procedures
A successful workplace is one built on principles that allow employees to grow personally and professionally. This means having impartial and fair policies and procedures in place. Employees want to know that equitable outcomes are available to each of them. We can assist by reviewing your processes to identify potential barriers or disadvantages and start building an equitable foundation.
Employees should be able to show up each day, comfortable being themselves. People have a natural desire to belong and it is your responsibility to create an atmosphere that allows everyone to be their authentic selves. Inclusion fuels diversity. We can help you assess the language you use in communications and the processes you apply for decision-making. Let’s make sure inclusion is at the forefront of the behaviors you encourage and support.
- Assess employee onboarding
- Evaluate employee performance reviews
Diversity, equity, and inclusion go hand-in-hand; all three must be present to achieve success with your efforts. You need a call to action that is not found in a handbook or annual training but rather collecting feedback directly from your stakeholders and learning from underrepresented groups.
- Audit current branding efforts to increase exposure within groups
- Assist in building collaborations among groups
These sound great, I’m ready to get started!
Let us know what challenges your organization are facing. We will then reach back out with a plan to help.
Our Process. Diagnosis
Before we provide any recommendations and/or implementation costs for program initiatives, it is imperative that we conduct an analysis of your current employee experience. We first start with our pre-diagnosis which includes a survey that is sent out to various internal stakeholders.
During our second phase, Diagnosis, we review your current procedures, conduct individual interviews with all of your c-suite employees, followed by team interviews that exclude their unit supervisor. These two approaches provide critical quantitative and qualitative data to help determine performance gaps.
The diagnosis ends with a final report that includes charted data, employee testimonials, and broad recommendations to overcome those challenges.
How It Works
per / month
approx. 60 hrs
per / month
approx. 30 hrs
Flat Rate Pricing. No Surprises.
Our flat-rate pricing for both strategic consulting and fractional HR leadership is designed to eliminate any confusion or unforeseen price increases.