DE&I is an everyday,
every person issue.
How is your company showing up?
Does the thought of DE&I make you uncomfortable?
Diversity, Equity, and Inclusion (DE&I) work is bigger than ensuring we have people of diverse races and ethnicities represented in various roles. We don't believe in performative DE&I at Megaluno. We believe in creating data-driven strategies, informed by your team and their feedback to give executive leadership the background they need to make informed decisions.
We can't know where we're going unless we know where we've been and how things are currently performing. This is our key to success.
But before our work as consultants and strategists can be successful, there has to be 100% buy-in from the top. Without this, no matter how much we hope our efforts will succeed, the work will fizzle out.
DE&I means doing the difficult work. It's having conversations that sometimes make us uncomfortable but always lead to growth. But when you invest in this work, there is no downside.
What is DE&I?
Diversity is all about who's at the table. Who was invited and promoted by the host? What was the makeup of the guest list? It's a representation of a range of identifiers - and experiences included in the guest list. These identifiers include gender, race, physical ability, age, socioeconomic status, religion, and more. Or, as Gallup defines diversity, "the full spectrum of human demographic difference.
Equity refers to ensuring there are fair and just practices and policies in place so each guest can thrive. Does someone need a booster seat? (workplace accommodations), was the invite sent both electronically and in the mail to accommodate everyone? Equity is an important part of the equation and one that can often get overlooked.
Inclusion is all about how people feel while they're at the table. Do they feel safe? Are they allowed to show up authentically? Do people feel safe, valued, and welcomed? Inclusion measures the degree by which a host (a company, a manager, a team) makes you feel accepted and respected.
of job seekers consider workplace diversity as an important factor when considering employment opportunities. (Glassdoor)
How much organizations with above-average gender diversity and levels of employee engagement outperform companies with below-average diversity and engagement. (Fast Company)
of American workers experienced discrimination and/or harassment in the past year. (Gallup)
of current employees report wanting their workplace to do more
to increase diversity. (Glassdoor)
How Does it Work?
We partner with Pluto to complete a baseline assessment of where your company currently stands in terms of DE&I. This Mad-Lib style story format allows us to gather completely anonymous data and feedback from your team regarding DE&I, which can be aggregated to view your company as a whole.
Research + Audits + Assessments (Phase 1) - We'll create the timelines and framework in addition to collecting background/environmental scans of the company in addition to audit assessments and templates designed by Megaluno.
Strategy Creation (Phase 2) - During this phase, we'll compile all of the information collected during Phase 1 to inform the strategy creation. We'll facilitate workgroups and analyze metrics identified by the organization for the purposes of DE&I
Strategy Completion and Implementation (Phase 3) - This phase is focused on finalizing the strategy and facilitating approval and hand-off. At this point, our team moves month-to-month for follow-ups and accountability or to address major issues that might arise.