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 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 regularly, 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 and 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
Manage your human assets as you manage your financial assets:
Inclusion is like your cash flow statement
Merit 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 merit, 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Support in replacing outdated DEI metrics with performance-aligned accountability.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 and merit measurements to ensure sustainable impact.
The tools and know-how you need to allow managers at all levels to track and monitor inclusion and merit for their teams.
how you will benefit
As inclusion and merit increase throughout the organization, so will your productivity, your retention rates, and many other KPIs that are linked to employee satisfaction. This will yield a wide range of benefits:
You will see improvements to your bottom line as productivity and retention rates rise.
You will see a sustainable increase in diversity—with no backlash.
You will be able to monitor and reward performance at every level of the organization.
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.