We focus on developing & strengthening the capacity to build & lead inclusive organizations and to manage effectively across difference.
FOR CHANGE-MAKERS
Driving diversity, equity, and inclusion (DEI) is really hard work! We call it “like pushing water uphill”. Challenging the status quo of often hidden barriers, biases, and entrenched processes requires specialised competencies, knowledge, and personal skills. In The Inclusion Nudges Guidebook and the Inclusion Nudges for Motivating Allies, we have written about over 30 examples of often hidden barriers to achieving successful DEI change. We also write about these in the Inclusion Nudges blog.
And yet, we on the Inclusion Institute team each have decades of experience as DEI change-makers and leaders. Doing DEI work can be one of the most fulfilling roles we know of. Perhaps the same for you? Still having a trusted, experienced partner can help at times.
- Have you worked in DEI for a while and felt there could be a more effective approach to the work, but not sure how?
- Are you newly appointed to the Diversity, Equity, & Inclusion (DEI) role and unsure where to start?
- Curious about how to get more stakeholders and leaders engaged in the DEI effort?
- Do you want some experienced outside insights to pull in on an ad hoc basis?
- Need a sounding board on a planned course of action?
- Want a safe space with another who’s been there?
Based on our decades of experience in leading DEI in organizations, we provide dedicated coaching for DEI change-makers and leaders. The Inclusion Institute team are deeply experienced with all aspects of DEI, and we have been teaching & coaching practitioners for years. We do 1:1 sessions and also peer group/team sessions.
FOR BUSINESS LEADERS
Leadership engagement is key for success with diversity, equity, & inclusion (DEI) initiatives in organizations, yet often executives are hesitant on this topic. We have heard from leaders, “Just tell me what to do or say.” Or employees holding the expectation of leaders needing to “Walk the Talk” and “Talk the Talk”, with leaders and managers bewildered on exactly “What is the Talk”?!
Typically, when leaders are from the majority group(s), they carry an often hidden sense of discomfort, fear, shame, embarrassment when it comes to addressing inclusion, equity, and diversity. While leaders from under-represented groups can face a double burden of expectations for advocacy and at the same time negative repercussions for that advocacy.
These deep-seated emotions, biases, stereotypes, and norms can block change from happening. But the expectations of responsible leadership require that excluding behaviours, biased actions, and inequitable processes be addressed.
- How can leaders, and their organizations, move forward?
- What can leaders do and say?
- How can they be a better leader in today’s world?
The challenge in this situation is not to have senior leaders sound like they are scripted and reading bullet points, or perceived as lacking conviction and commitment with no personal connection to the issue, or simply reacting with a performative response only.
Based on our decades of working with senior executives, leaders, and managers, we provide coaching on finding their authentic voice on diversity, equity, and inclusion, and by doing so increasing their understanding of inclusive leadership behaviors and how to transform their organizations to be more inclusive.
We’d be honored to share our experience & insights with your organization.
Contact: INCLUSION INSTITUTE
Lisa Kepinski, Founder
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Lisa Kepinski is a Co-Founder of the Inclusion Nudges global initiative, and Co-Author of the Inclusion Nudges Guidebook and the Action Guide Series. Learn more
