YOUR JOURNEY TO INCLUSive Meritocracy
Embrace Inclusive Meritocracy
Once you see the impact of becoming an inclusive meritocracy on profitability and satisfaction, you’ll want to promote the framework across your entire organization.
why you need to embrace AN inclusive meritocracy
Once you see the tangible, positive impact of inclusive meritocracy, you will want to turn it into an ongoing practice across all parts of the organization. You will have the know-how and the tools you need to measure inclusion and merit continuously, and to link them to your financials. You will be able to track the right data at the right level and hold everyone accountable—from frontline staff to the C-suite—based on metrics they can directly influence.
This is the final stage of your Journey to Inclusive Meritocracy—not because you are done focusing on inclusion an merit, but because it will become so integral to everything you do that you will wonder how you could have done without it.
Manage DEI the way you manage your FInances
DEI is a lot like finance:
Inclusion is like your cash flow statement
Equity is like your income statement
Diversity is like your balance sheet
You need all three to manage your organization successfully.
You’ll learn to monitor inclusion and equity, rolling up the data so that your leadership can monitor the overall health of your human assets, and improve it for superior financial performance.
what you will get
A simple, measurable framework that can significantly boost retention, morale, and profitability—without backlash.
Support in guiding expansion to other parts of the organization.
Support in replacing outdated DEI metrics with performance-aligned accountability.
Ongoing inclusion measurements to ensure sustainable impact.
The tools you need to allow managers at all levels to track and monitor inclusion for their teams.
how you will benefit
You will be able to monitor and reward performance at every level through the entire organization.
As the level of inclusion rises throughout the organization, so will your retention rates.
As the retention rates for historically underrepresented groups reach the same levels as those of your majority employees, you will see a sustainable increase in diversity.
Your reputation as an inclusive organization will significantly increase your ability to recruit from a much broader and deeper talent pool.
You will dramatically reduce your reputational risk and the risk of costly lawsuits.
In all, you will gain a huge competitive advantage through your most valuable asset: your people.