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Systemic Diversity, Inclusion & Equity Journey

"Systemic Diversity, Inclusion & Equity Journey" Model“The Diversity & Inclusion Journey” Model illustrates the systemic change process developed by Bea Young Associates (BYA).

It is a powerful process that links organizational strategies to individual effort and measurable results.

This process supports the people within your organization by creating an awareness of the stages required to navigate the journey.

By involving all stakeholders in the process, it inspires commitment and accountability through building an understanding of the organizational, educational and cultural issues impacting sustainable organizational success.

A brief clarification of each step on the journey follows:

Vision of Diversity & Inclusion Success – Developing an inclusive or equity vision of success directs the overall strategy linked to the unique mission and vision of your organization. This step includes confidential and anonymous individual interviews with your leadership team. A thematic anonymous report is created with recommendations for opportunities to integrate inclusion throughout your organization.

Assessment/Cultural Audits – Understanding the strengths and barriers impacting diversity and inclusion success requires confidential and homogenous focus groups that are conducted with a cross-section of the organization at all levels. Similar race, ethnic and multi-ethnic groups focus on perceptions of the current culture and practices.

This step also includes an assessment of the effectiveness of existing initiatives, practices and strategies to see how they are or can be more effectively linked to diversity and inclusion; an anonymous, detailed report of themes and recommendations are then provided to key stakeholders for development of follow-up actions.

Feedback– Communicating the vision of success, assessment results, and the diversity and inclusion strategy is important to ensure that everyone understands the road to success and their role and responsibilities on the journey. This includes on-going communication to highlight the actions.

Systems Integration – Following the first two data-gathering steps, you can establish and/or refine diversity and inclusion goals, timelines, action plans, and responsibilities connected to the organization’s overall mission, vision, goals and Strategic Plans.

Education – Implementing appropriate training based on clear organizational needs, as defined in the Cultural Assessment Phase, is the next step. The ability to evaluate success and organizational impact is a critical outcome of our training. A few of the BYA training offerings include Diversity, Inclusion & Equity Awareness and Skill Training, Cultural Competence Workshops, Understanding the Impacts of Managing Privilege, Courageous Conversations About Race and Ethnicity, Combating Hidden Biases and Mentor/Mentee Diversity/Equity Training.

All of our training includes the use of our “BYA Inclusive Behaviors Check-List” and partnering for continuing the commitment to cultural change.  Anonymous recommendations are developed by workshop participants to provide feedback to the organizational leaders regarding ways to integrate diversity and inclusion throughout the organization. We also offer internal Train- the-Facilitator sessions to empower internal staff for your organization’s cost-effectiveness. BYA has a collaborative effort with TIER1 Performance Solutions to design online, interactive learning and knowledge management so that all stakeholders in all locations can be involved in the training.

Implementation – Creating actions throughout the organization is necessary to build commitment and sustainability with initiatives such as Diversity & Inclusion Councils, Advisory Councils, Equity Action Teams, Diverse Recruitment Optimization Workshops as well as actions developed by individuals and departments for sustainability of the Journey.

Accountability & Measurement – Developing processes to ensure that accountability is established and progress on the journey is measured are the final steps; however, “the journey is the destination” for creating inclusive organizations. For example, in many organizations the BYA Inclusive Behaviors are utilized in performance reviews.

In many of our client systems, each leader is held accountable for embedding diversity and inclusion within their mission and goals.  We offer an Equity Journey Organizational Map/ Matrix for an additional template to track and monitor progress.  The diminishing of racial and ethnic disparities, creating a culturally competent organization and increased collaboration across the organization are among key measures as well as assessing the impact on those you serve.