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Are you struggling to create a diverse and inclusive workplace?

Do you want to attract and retain top talent from diverse backgrounds, and ensure that everyone feels valued and respected in your organization?

Are you interested in improving your business outcomes through diversity and inclusion initiatives?

Diversity and inclusion are crucial for creating a positive and productive workplace culture, and for attracting and retaining top talent from diverse backgrounds. Research has also shown that diverse teams and organizations are more innovative and perform better than homogeneous ones. 

WE OFFER A RANGE OF PEOPLE ANALYTICS SERVICES TO HELP YOU DESIGN AND IMPLEMENT EFFECTIVE DIVERSITY AND INCLUSION INITIATIVES, INCLUDING:

  • Diversity and inclusion strategy development, to ensure that your initiatives are aligned with your business goals and values 
  • Employee diversity and inclusion surveys, to measure employee perceptions and identify areas for improvement 
  • Analyze hiring, promo decisions historically to reveal any systematic bias.  
  • Prepare DEI dashboard 
  • Unconscious bias training, to help employees recognize and mitigate unconscious biases in the workplace 
  • Diversity and inclusion analytics, to track and measure the effectiveness of your initiatives and identify opportunities for improvement 

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What is DEI?

Diversity, Equity, and Inclusion (DEI) are critical components in creating workplaces that reflect the society we live in, harnessing a wide range of experiences and perspectives. DEI initiatives strive to ensure that all employees have equal opportunities to contribute and advance, fostering an environment where every individual feels valued and respected.

Why it is necessary?

A diverse workforce brings varied perspectives, fostering creativity and driving innovative solutions.

Inclusive teams make better decisions by considering multiple viewpoints and experiences.

Employees who feel included and valued are more engaged, leading to higher productivity and job satisfaction.

A commitment to DEI mirrors the diversity of the community and market, attracting a broader range of talent and customers.

Common Pitfalls

Lack of Commitment at Leadership Level: Without strong, visible support from top management, DEI efforts often lack the necessary influence and resources.

Superficial Efforts: Merely checking boxes or focusing on optics rather than making substantial, systemic changes.

Ignoring Inclusion: Overemphasizing diversity in numbers while failing to create a truly inclusive and equitable environment for all employees.

Insufficient Training and Awareness: Not providing adequate education and training for employees at all levels to understand and engage with DEI principles.

Solution

We offer a comprehensive and actionable DEI strategy, grounded in data-driven insights and tailored to your organization’s specific needs. Our approach encompasses everything from pay equity analysis to inclusive culture development, ensuring that diversity, equity, and inclusion are not just concepts, but lived realities within your organization.

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The result

REDUCED PAY GAPS

Achieve fair and equitable compensation across your organization, reflecting commitment to equal pay for equal work.

ENHANCED INNOVATION & CREATIVITY

Leverage diverse perspectives and experiences to drive innovation and creative problem-solving.

IMPROVED EMPLOYEE MORALE

Foster a workplace where every individual feels valued and respected, leading to higher job satisfaction and morale.

STRONGER BRAND REPUTATION

Demonstrate a genuine commitment to DEI, strengthening your brand’s reputation and appeal to a broader customer base.

INCREASED TALENT ATTRACTION & RETENTION

Position your organization as an employer of choice for diverse talent, enhancing recruitment and reducing turnover.

COMPLIANCE AND REPORTING READINESS

Stay ahead in regulatory compliance and workforce reporting, particularly in aspects related to social and corporate responsibility.

What we offer

PAY GAP ANALYSIS

Calculation of median pay gap for salary and bonuses and meticulous evaluation of your organization’s salary structure to identify and address any disparities in compensation, ensuring equity across all levels

COMPREHENSIVE DEI DASHBOARD

An intuitive and detailed dashboard providing real-time insights into your organization’s DEI metrics, enabling informed decision-making and continuous improvement.

ORGANIZATIONAL NETWORK ANALYSIS

A deep dive into the relational dynamics within your organization to uncover how inclusion or exclusion patterns impact team effectiveness and employee engagement.

diversity and inclusion

5 218 €

Basic

Pay gap and pay equity calculation

9 308 €

STANDARD

Basic package + DEl analysis covering all key processes (from hiring to promotion, representation, attrition etc) and DEl dashboard.

13 821 €

PREMIUM

Standard + inclusion analysis with organizational network analysis and comprehensive recommendations to improve.

WHY PEOPLE ANALYTICS

A typical customer journey starts with a consultation to scope the work needed after the project has been completed our clients can continue the partnership with one of the subscriptions.

STARTS FROM 300€ Monthly

Basic

THIS INCLUDES COMPREHENSIVE HR DASHBOARD WITH CORE KPI-S TAILORED FOR YOUR BUSINESS NEEDS.

STARTS FROM 750€ MONTHLY

STANDARD

THIS INCLUDES MORE ADVANCED ANALYTICS SUCH AS PREDICTIVE MODELING AND MULTI-LEVEL DASHBOARDS.

STARTS FROM 1500€ MONTHLY

PREMIUM

THIS INCLUDES THE HIGHEST LEVEL OF ANALYTICS WITH CUSTOMIZABLE REPORTING LAYOUT

DRILL-DOWN OPPORTUNITY AS WELL AS MONTHLY 3 HOURS OF CONSULTING.

ADD-ON SERVICES

ADD-ON SERVICES SUCH AS AD-HOC REPORTING

DATA-VISUALIZATION

DATA CLEANING ARE PRICED BASED ON TIME AND MATERIAL.

DIVERSITY AND INCLUSION IN WORKPLACE CULTURE

Diversity and inclusion in workplace culture refers to creating an environment that values and embraces individual differences, promotes equality, and fosters a sense of belonging for all employees, regardless of their backgrounds, identities, or characteristics. It involves recognizing and appreciating the unique perspectives, experiences, and talents that individuals from diverse backgrounds bring to the workplace. Here are key aspects and benefits of fostering diversity and inclusion in the workplace culture: 

Representation and Equal Opportunities: A diverse and inclusive workplace culture ensures fair representation and provides equal opportunities for individuals from all backgrounds. It seeks to eliminate biases and systemic barriers that may hinder the advancement of certain groups, promoting a level playing field for career growth and development. 

Innovation and Creativity: Diversity and inclusion fuel innovation and creativity by bringing together diverse perspectives, ideas, and experiences. A workplace that encourages diverse viewpoints and cultivates a sense of psychological safety allows for broader problem-solving, out-of-the-box thinking, and innovative approaches to business challenges. 

 Collaboration and Team Performance: Inclusive workplace cultures foster collaboration and teamwork, enabling employees to work effectively together. When individuals feel included and valued, they are more likely to collaborate, share ideas, and contribute their unique skills and strengths to achieve common goals. This leads to improved team performance and overall productivity. 

Employee Engagement and Retention: A diverse and inclusive workplace culture contributes to higher employee engagement and retention rates. When employees feel a sense of belonging, are valued for their contributions, and can bring their authentic selves to work, they are more likely to be motivated, committed, and satisfied in their roles. 

Enhanced Decision-Making: Inclusive cultures promote diverse perspectives in decision-making processes. When teams consist of individuals with different backgrounds and experiences, they are more likely to consider a broader range of viewpoints, leading to better-informed decisions and reduced groupthink. 

Improved Customer Relations: A diverse workforce that reflects the diversity of the customer base can enhance customer relations and understanding. Employees from diverse backgrounds bring insights and cultural awareness that can help businesses effectively connect with and serve diverse markets and customer segments. 

 

Reputation and Employer Branding: Organizations that prioritize diversity and inclusion in their workplace culture tend to have a positive reputation and attract top talent. A reputation for inclusivity can enhance employer branding, making the organization more appealing to job seekers who value diversity and are seeking an inclusive work environment. 

STEPS OF DEVELOPING A DIVERSITY AND INCLUSION STRATEGY

Developing a diversity and inclusion strategy involves a systematic approach to foster an inclusive workplace culture and promote diversity at all levels of the organization. Here are key steps to consider when developing a diversity and inclusion strategy: 

  1. Leadership Commitment: Ensure commitment and buy-in from senior leadership to drive the diversity and inclusion agenda. Leaders should champion diversity and inclusion as a strategic priority and integrate it into the organization’s overall business strategy.
  1. Assess Current State: Conduct an assessment of the organization’s current state of diversity and inclusion. This includes analyzing demographic data, employee surveys, feedback, and any existing diversity initiatives. Identify strengths, weaknesses, and areas of improvement to inform the strategy development process.
  1. Set Goals and Objectives: Establish clear and measurable goals and objectives that align with the organization’s mission, values, and business objectives. These goals should be specific, time-bound, and relevant to improving diversity, inclusion, and equity within the organization.
  1. Develop Policies and Practices: Review and revise existing policies, practices, and procedures to ensure they promote diversity and inclusion. This may include recruitment and hiring practices, promotion and advancement processes, performance evaluations, training and development programs, and policies addressing harassment and discrimination.
  1. Create a Diversity and Inclusion Team: Establish a dedicated team or committee responsible for guiding the development and implementation of the diversity and inclusion strategy. This team should be representative of various departments and levels within the organization and serve as advocates and ambassadors for diversity and inclusion initiatives.
  1. Training and Education: Provide diversity and inclusion training to all employees to increase awareness, knowledge, and understanding of different perspectives, biases, and stereotypes. Offer educational programs that promote cultural competence, allyship, and inclusive leadership skills.
  1. Employee Engagement and Participation: Involve employees at all levels in the development and implementation of the diversity and inclusion strategy. Seek input through employee surveys, focus groups, or employee resource groups to understand their experiences, needs, and ideas for fostering a more inclusive workplace.
  1. Metrics and Measurement: Establish metrics and measurement mechanisms to track progress and evaluate the impact of diversity and inclusion initiatives. This may include collecting and analyzing data related to employee demographics, representation, employee engagement surveys, and turnover rates. Regularly assess the effectiveness of initiatives and make adjustments as needed.
  1. Accountability and Reporting: Establish accountability mechanisms to ensure progress on diversity and inclusion goals. Hold leaders, managers, and employees accountable for promoting a diverse and inclusive culture. Publish diversity and inclusion reports to demonstrate transparency and progress to internal and external stakeholders.
  1. Ongoing Evaluation and Adaptation: Continuously evaluate the effectiveness of the diversity and inclusion strategy and make necessary adjustments based on feedback, insights, and changing organizational needs. Regularly communicate updates, successes, and challenges to maintain momentum and commitment.

By following these steps, organizations can develop a comprehensive and effective diversity and inclusion strategy that drives meaningful change, fosters an inclusive culture, and attracts and retains diverse talent. It requires ongoing commitment, investment, and engagement from all levels of the organization to create lasting impact and achieve diversity and inclusion goals. 

ADVANTAGES OF A WELL-EXECUTED DIVERSITY AND INCLUSION STRATEGY

Enhanced Innovation and Creativity: A diverse workforce brings together individuals with unique perspectives, backgrounds, and experiences. By embracing diversity and fostering an inclusive culture, organizations can tap into a wide range of ideas, insights, and approaches. This diversity of thought stimulates innovation, fuels creativity, and promotes fresh perspectives that can drive business success. 

Improved Problem-Solving and Decision-Making: Inclusive environments encourage open dialogue and collaboration among diverse teams. When individuals with different backgrounds and perspectives come together to solve problems or make decisions, they bring a broader range of ideas and approaches to the table. This diversity of thought leads to more well-rounded, informed, and effective problem-solving and decision-making processes. 

Expanded Market Reach and Customer Relations: A diverse workforce mirrors the diversity of the customer base. When organizations embrace diversity and inclusion, they are better equipped to understand and cater to the needs and preferences of diverse markets. This can lead to improved customer relations, increased customer satisfaction, and enhanced market reach, as customers from different backgrounds feel understood, represented, and valued. 

Attraction and Retention of Top Talent: Inclusive workplaces are attractive to top talent. Candidates are more likely to seek out organizations that prioritize diversity and inclusion because they value a sense of belonging, fairness, and equal opportunity. A well-executed diversity and inclusion strategy can help organizations attract and retain diverse, high-performing talent, leading to a competitive advantage in the talent market. 

Increased Employee Engagement and Productivity: Inclusive workplaces lead to higher levels of employee engagement, job satisfaction, and commitment to the organization. Engaged employees are more productive, demonstrate higher levels of discretionary effort, and contribute positively to the overall work environment. 

 Reduced Employee Turnover and Conflict: When organizations prioritize diversity and inclusion, employees are more likely to feel valued and respected, reducing the likelihood of turnover. Inclusive cultures also help minimize conflicts and misunderstandings that may arise from biases or lack of understanding, creating a harmonious work environment. 

 Enhanced Organizational Reputation and Brand: Organizations that successfully implement diversity and inclusion strategies build a positive reputation and strong employer brand. They are seen as socially responsible, forward-thinking, and inclusive, which appeals to customers, partners, and prospective employees. This positive reputation can attract business opportunities, partnerships, and further strengthen the organization’s brand image. 

 Legal and Ethical Compliance: Embracing diversity and inclusion aligns with legal requirements and ethical standards. Many jurisdictions have laws and regulations that prohibit discrimination based on various protected characteristics. A well-executed diversity and inclusion strategy ensures compliance with these legal obligations and demonstrates an organization’s commitment to equality and fairness. 

HOW PEOPLE ANALYTICS CAN HELP WITH DIVERSITY AND INCLUSION

People analytics can play a significant role in supporting diversity and inclusion initiatives within organizations. Here’s how people analytics can help: 

Data Collection and Analysis: People analytics enables the collection and analysis of demographic data related to diversity and inclusion, such as employee demographics, representation by various groups, and diversity metrics. This data helps identify gaps, disparities, and areas for improvement, providing a foundation for evidence-based decision-making. 

Uncovering Bias and Inequities: People analytics can also analyze HR data, performance reviews, promotion rates, and compensation structures to uncover potential biases or inequities within the organization. By identifying patterns or discrepancies, organizations can address systemic issues and take proactive measures to ensure fair treatment and equal opportunities for all employees. 

 Identifying Barriers and Opportunities: Through data analysis, people analytics can identify barriers that hinder diversity and inclusion efforts, such as recruitment biases, talent development gaps, or biased performance evaluations. It also helps identify opportunities to enhance diversity and inclusion, such as targeted recruitment strategies, mentoring programs, or inclusive leadership training. 

Measuring Impact and Progress: Moreover people analytics enables the measurement of the impact of diversity and inclusion initiatives over time. By tracking key metrics and analyzing trends, organizations can assess the effectiveness of their initiatives, identify areas of success, and make data-driven adjustments as needed. This helps demonstrate the return on investment and the business case for diversity and inclusion efforts. 

Predictive Analytics for Decision-Making: it also utilizes predictive modeling to identify potential barriers or challenges to diversity and inclusion and anticipate their impact. This allows organizations to proactively address issues, develop strategies, and make informed decisions to foster an inclusive and diverse workforce. 

Employee Sentiment and Engagement: By analyzing this data, organizations can gain insights into the experiences, perceptions, and needs of employees regarding diversity and inclusion. This information can guide targeted interventions and initiatives to enhance employee engagement and satisfaction. 

 Diversity in Recruitment and Talent Acquisition: By analyzing data related to sourcing channels, applicant demographics, candidate selection processes, and hiring outcomes, people analytics can support diversity and inclusion efforts in recruitment This helps identify areas of improvement, biases in the hiring process, and opportunities to attract diverse talent. 

Inclusive Leadership Development: Lastly people analytics can assess leadership behaviors and identify gaps in inclusive leadership capabilities. By analyzing leadership assessment data and performance metrics, organizations can design targeted development programs to cultivate inclusive leadership skills and behaviors across all levels of the organization.  

Google: Google places a significant emphasis on diversity and inclusion. The company has implemented various programs and initiatives to foster an inclusive workplace, such as unconscious bias training, diverse hiring practices, and employee resource groups. They regularly release diversity reports to track progress and hold themselves accountable. 

IBM: IBM has a longstanding commitment to diversity and inclusion. The company focuses on gender equality, racial diversity, and promoting an inclusive work environment. They have established diversity councils, employee resource groups, and inclusive talent practices to support their diverse workforce. 

BUSINESS RISK IF DIVERSITY AND INCLUSION IS NOT DONE CORRECTLY

If diversity and inclusion initiatives are not implemented effectively or given proper attention, organizations may face several risks and negative consequences: 

  1. Lack of Innovation and Creativity: Failing to embrace diversity and inclusion can limit the variety of perspectives, experiences, and ideas within the organization. This can hinder innovation and creativity, as diverse viewpoints are essential for generating fresh ideas and driving innovation.
  1. Missed Market Opportunities: A lack of diversity and inclusion can lead to a disconnect between the organization and its diverse customer base. It may result in missed market opportunities and an inability to understand and meet the needs of diverse customer segments effectively. 
  1. Decreased Employee Engagement and Satisfaction: When employees do not feel valued, respected, or included, their engagement and satisfaction levels tend to decline. This can lead to decreased productivity, increased absenteeism, higher turnover rates, and difficulty in attracting and retaining top talent. 
  1. Negative Organizational Reputation: In today’s socially conscious world, organizations that neglect diversity and inclusion may face reputational damage. The public and stakeholders expect businesses to prioritize fairness, equality, and diversity. Failing to do so can result in negative public perception, which can impact the organization’s brand and bottom line.
  1. Legal and Compliance Risks: Failure to comply with diversity and inclusion regulations and laws can lead to legal consequences, including lawsuits, fines, and reputational damage. Organizations that do not prioritize diversity and inclusion may face legal challenges related to discrimination, harassment, or unequal treatment.
  1. Limited Talent Pool: Neglecting diversity and inclusion can limit the organization’s access to a diverse talent pool. It may hinder the recruitment of top talent from different backgrounds, as candidates may seek employers that prioritize diversity, inclusion, and equity.
  1. Lack of Innovation and Decision-Making: Homogeneous teams with limited diversity often suffer from groupthink, where individuals are more likely to conform to the prevailing opinions. This can lead to suboptimal decision-making and inhibit innovation, as diverse perspectives are not adequately considered.
  1. Employee Disengagement and Resistance: Neglecting diversity and inclusion can lead to employee disengagement and resistance, as individuals may feel excluded or marginalized. This can manifest in decreased collaboration, poor teamwork, and resistance to change initiatives.
  1. Decreased Customer Satisfaction: Lack of diversity and inclusion can result in an inability to understand and cater to the diverse needs of customers. This can lead to decreased customer satisfaction, loss of market share, and potential damage to the organization’s reputation.

To mitigate these risks, organizations need to prioritize and commit to effective diversity and inclusion strategies. They should foster an inclusive culture, provide training and education, promote diverse representation, and ensure equal opportunities for all employees. By doing so, organizations can create a positive work environment, enhance innovation, attract top talent, improve customer relations, and build a strong organizational reputation. 

MOST DIVERSE COMPANIES

There are several companies known for their commitment to diversity and inclusion. While it’s challenging to determine the “best” or most diverse and inclusive companies definitively, here are some notable examples: 

Microsoft: Microsoft has been recognized for its efforts in promoting diversity and inclusion. The company has established diversity and inclusion initiatives, including employee resource groups, unconscious bias training, and diverse hiring practices. They have also set ambitious diversity goals and regularly release diversity reports to track progress. 

Salesforce: Salesforce is known for its inclusive culture and commitment to diversity. The company actively promotes gender equality, LGBTQ+ rights, and racial diversity. They have implemented various programs and initiatives to foster an inclusive workplace, such as employee resource groups, mentorship programs, and diverse hiring practices. 

Procter & Gamble: Procter & Gamble has a long-standing commitment to diversity and inclusion. They focus on gender equality, racial diversity, and inclusive marketing practices. The company has set diversity goals, actively supports employee resource groups, and advocates for diversity and inclusion in their supply chain and advertising campaigns. 

Accenture: Accenture is dedicated to creating an inclusive workplace that embraces diversity. The company prioritizes gender equality, LGBTQ+ inclusion, and racial diversity. They have implemented inclusive talent practices, unconscious bias training, and mentorship programs to support diverse employees. 

 Johnson & Johnson: Johnson & Johnson has a strong focus on diversity and inclusion. The company prioritizes diversity in its workforce and supplier base, promotes women’s leadership and advancement, and supports employee resource groups. They have also established initiatives to address health disparities and improve access to healthcare for underserved populations. 

Google: Google places a significant emphasis on diversity and inclusion. The company has implemented various programs and initiatives to foster an inclusive workplace, such as unconscious bias training, diverse hiring practices, and employee resource groups. They regularly release diversity reports to track progress and hold themselves accountable. 

 IBM: IBM has a longstanding commitment to diversity and inclusion. The company focuses on gender equality, racial diversity, and promoting an inclusive work environment. They have established diversity councils, employee resource groups, and inclusive talent practices to support their diverse workforce.