We consult on a number of critical inclusion and diversity issues within organizations. Time and again we find that measurement is one of the most difficult issues when embarking on an Inclusion and Diversity initiative. InclusionINC’s Metrics for Inclusion and Diversity Scorecard M.I.D.S.™ validates inclusion and diversity work and gives it much needed credibility in the organization. If inclusion and diversity don’t support your business then the question needs to be asked, “Why it is being done?” The M.I.D.S. Scorecard:

1. Enables goal and objective setting while keeping track of progress, success and opportunities.
2. Provides metrics on each goal, objective and tactic…an actual score!
3. Presents guidance for our efforts in the future.
4. Reproduces best practices across the company.

[InclusionINC's M.I.D.S.™---Metrics for Inclusion and Diversity Scorecard]

InclusionINC's M.I.D.S. is a key evaluation tool used within the industry to develop and implement the best strategies and tactics for achieving success. The work completed during the Assessment stage helps the basis for the M.I.D.S.  InclusionINC develop action plans for its clients to move forward and close the gap. One of the main focus areas is human capital (such as recruitment, retention, career development). The scorecard is specifically customized to a client's current performance management process, competencies, or desired business behaviors to ensure proper measurement and evaluation are completed. There are two core areas: Internal business processes and Learning and growth.

[Steering Teams and Councils]

An effective method for building organizational ownership and accountability is establishing a Diversity and Inclusion steering team or council. These groups impact their organization by maintaining the focus on strategic Diversity and Inclusion outcomes. Diversity and Inclusion teams or councils are comprised of representatives from an organization's various divisions. Such organizations link strategically with the overall operations of the organization in order to truly affect change.  The following is a sampling of the ways these teams can truly affect positive and inclusive change for an organization.

1. Coordinate Diversity and Inclusion initiatives in relation to the overall operations of their organization.
2. Regular meetings to continually evaluate improvement and progress.
3. Act as a Diversity and Inclusion liaison between organizational bodies.
4. Relay progress and evaluations to different organizational divisions.

[Accountability]

Accountability and measurement systems must be put in place for innovative solutions to policies, procedures, and processes to fully support and foster a diverse and inclusive culture. There are a variety of ways to hold people accountable. The following is a sampling of how InclusionINC measures effectiveness:

1. Relate to the key business metrics of the organization.
2. Define observable behavior changes that are related to client competencies or business behaviors.
3. Adjust infrastructure, policies and procedures.
4. Customized M.I.D.S. (Metrics for Inclusion and Diversity Scorecard).
5. Diversity and Inclusion steering teams and councils.

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[Intervention Strategies]

For intensive Diversity and Inclusion work needed within a specific part of the organization, InclusionINC is able to provide consultation and/or training solutions that address the honest format for communicating sensitive and critical information. We concentrate our focus and genuine interest on the specific division needing the intervention to create strategies, tactics and/or learning initiatives that will fully address the specific needs for the intervention.

[Executive Coaching]

The collective success or failure of Diversity and Inclusion initiatives depends on the commitment, knowledge, behaviors, and skills of executives. With the changing demographics in the workplace, executives must master the critical skill of managing a diverse workforce while maintaining an inclusive environment. Executives should ideally be able to:

1. Create an atmosphere in which employees can express themselves and take risks.
2. Demonstrate an inclusive leadership style.
3. Confront intolerant/inappropriate behavior.
4. Minimize/eliminate micro-inequities.
5. Capitalize on unique talents that come from a variety of people & perspectives.

InclusionINC's Executive Coaching targets leadership development and improved knowledge and skills that are linked to business results. Coaching consists of a series of structured, one-on-one interactions between a Diversity and Inclusion coach and the executive

[Inclusive Communication]

Communication concerns must be addressed for effective Diversity and Inclusion initiatives to be implemented. Creating consistent standards for communication allows employees to share their ideas and voice their concerns as well as assisting the organization in inclusive communication practices. Keys to establishing inclusive communication include:

1. Creating and distributing inclusive content (inclusive in who receives the information and when).
2. Defining ways for people to voice difference of opinion in the roll-out of organizational change.
3. Create processes for gathering input.
4. Create processes for rolling out new processes and programs.

[Talent Management]

Most organizations are aware of the value of recruiting, retaining, and developing talent from any and all potential sources. This is both a key diversity practice, but also a more general corporate imperative given the changing character of both the domestic and international labor markets. InclusionINC helps its clients focus on the key areas of Talent Management:

             +Recruitment
             +Retention
             +Professional Development
             +Leadership/High Potential Development
             +Performance Management
             +Feedback/Measurement
             +Workforce Planning
             +Organizational Culture--It is in the area of organizational culture that initiatives relative to Inclusion and Diversity align with corporate values.

Talent Management is about behavior--the thoughts and actions that consistently, over time, evolve into an organizational culture. Talent Management is more than something "to do," it is something "to be."

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