We are a result oriented company that takes time to understand your organisation so that we can shape our engagements and deliverables to help you. This can be achieved by providing basic assessments and a presentation to your executive and senior leader of your current D&I status for awareness and action. Alternatively, to assist you on the journey we can undertake a comprehensive assessment of your organisation, assist the definition of a D&I strategy and establish an implementation plan delivered through a programme of initiatives. 3In Consulting can also manage the D&I programme, either in the short term or a longer assignment, whilst embedding the change within your organisation enabling ongoing self-sufficient oversight.
Take a look at our services.
Organisations should not consider a diversity and inclusion programme as a finite objective. It's not a one and done programme. It's important to continually improve and develop further. Treating D&I as a project results in stagnation and inhibits learning and growth. The key is an embedded cultural change that values its employees. This is a journey which is ongoing and therefore requires continual self-assessment and re-evaluation of achievements to identify further areas of development.
Your employees are the bridge to your customers they bring unique insights to your business, and by having a diverse employee base your organisation will more accurately reflect your customers. Engaging your employees, working together in teams, will foster ideas that meet your customers' needs. Encouraging your employees to contribute to your organisation will reap reward.
Successful organisations use their employees' skills, experiences and diverse backgrounds to maximise and transform their business and culture. They establish networks, resource or affinity groups which enable and foster inclusive ecosystems that encourage career development, support, coaching, networking, mentoring / reverse mentoring, and community opportunities. They also actively engage employees who are more motivated to contribute to the organisation's offering through its products and services. This has been proven with enlightened organisations that have a diverse yet inclusive workforce and results in greater customer engagement which improves outcomes and profit.
Diversity and Inclusion should be a part of the fabric of your organisation through your goals, strategy, its practices and policies, and its business functions becoming the DNA that strengthens the organisation.
The first stage is to assess where the organisation lies on this journey then it should coral resources to develop itself further and progress on this voyage.
3In Consulting can help you. We can work with you to assess your status then help you develop a D&I strategy that aligns to your organisation's mission and goals, and aligns to your business strategy. In doing this your organisation should demonstrate four components to the strategy:
Your organisation will soon reap the rewards of undertaking this journey.
Diversity training should raise awareness of the various aspects to diversity which extend beyond race, gender, disability, sexual orientation and age to other areas like flexible working, (mental) health and wellbeing, religious and cultural differences, flexible working arrangements, languages, etc. With these various characteristics it is typically only the visible ones that are considered and addressed the invisible ones are often ignored. The analogy for this is an iceberg where only the tip is visible and there is a bigger aspect that can't be seen.
Organisations and their employees should be open to learning and growing by understanding their biases (we all have them even if we don't realise that we do). By understanding unconscious bias, it helps to create an organisation where people understand people and empowers employees to create an inclusive productive environment. Recognising your own and others' biases allows you, and the people around you, to change the way you think and operate.
We are passionate about the work we do and keen to help your organisation become preeminent on D&I with your peers.
Many organisations do not have the expertise or the resources available to assess the organisation's D&I status, to develop a strategy, or to run a programme of initiatives. Like other organisations you will have time poor resources who are focusing on priority work activities as their day job.
At 3In Consulting we can provide dedicated resources to you and tailor our services to meet the need of the business. Additionally, we can help you capitalise on the diversity of your people to maximise ideas and solutions that benefit the organisation.
Typically, there is considered to be five levels to the D&I journey where many organisations aspire to reach the pinnacle but very few attain. In some cases, there is a pre- journey category making this a 6 stage maturity model. The six levels are:
3In Consulting can help your organisation understand its placing on this diversity and inclusion maturity model and help deliver change to embed D&I. We can take you on the journey to success.
At 3In Consulting we establish your organisations specific needs and then tailor the services to meet these needs. We do not offer an 'off the shelf' solution. Our approach is to provide a unique design and customise our engagements to suit your needs.
To ensure you achieve a clear and comprehensive understanding of diversity and inclusion in your organisation we can undertake assessments, audits, health checks and investigations. This can be conveyed to executives and senior leaders as well as demonstrate to your employees that your organisation cares about employees welfare and development though valuing diversity.
Our engagements also allow us to work remotely, if appropriate, or we can base ourselves, with your team, at a location convenient to you.
Investing in initiatives and sustainable benefits to employees raises staff morale and engagement which encourages and fosters a culture of participation in the business. Enlightened employers realise this so they develop their organisations and the culture bolsters the brand, and achieves lucrative outcomes.
The bottom line is that organisations require to understand the Return On Investment (ROI) for diversity and inclusion initiatives. It's not a tick box exercise! For many years organisations have survived without considering diversity and inclusion and they have not included them within their organisations Key Performance Indicators (KPI). Some organisations now refer to ROI as the Return On Inclusion.
Measuring an organisation's journey and how it brings value together with favourable culture change is an important aspect in today's complex economy. There are several metrics and KPIs that an organisation can use to first shock itself into action and then to measure its journey, its maturity and its success by being an inclusive and learning organisation. Below are some of the metrics that an organisation can assess / measure. Each of these metrics have an ROI rationale:
These KPIs are some of the key performance indicators organisations use but each company will have their own unique insights and requirements. Developing a company's own measurements is an important step in developing a diversity and inclusion programme.