On Diversity - Part 1
The business case for diversity has been made again. And again. And again. Most organizations and leaders understand that diverse teams makes for profitable businesses. Research, charts, graphs, endless articles and books about this have been in the main stream for decades. Large to small organizations have committees, councils, affinity groups, budgets, initiatives, programs, and on and on and on. Yet we barely see progress. Wherever we look, from boards, to c-suites to funding ecosystem, we see abject failure. And most importantly, there is an unconscionable lack of accountability.
Accountability starts with introspection. We did a deep dive into our own organization own organization and for any of our clients who want to come on this journey with us. Here are some things we’re doing:
Developing strategic partnerships with vendors and organizations who are led by BIPOC and women. We’ve audited our service providers and are making space for BIPOC and women led organizations. We are encouraging our clients to do the same.
Since the founding of our business, we’ve provided Pipelining solutions. We’re doubling down and expanding our capabilities to proactively help clients identify women and BIPOC for executive leadership roles.
Consulting with clients on re-imagining DEI initiatives not as discreet events or programs but to embed them into the employee experience all the way from pre-hiring processes to exit interviews.
Two way mentor mapping of BIPOC and women with C suite leaders would like to expand their understanding of barriers to progress while mentoring them.
If you’d like to learn more about any of these steps we are taking please email us at info@aimient.com