The Why: A Compelling Case for Change
- Research demonstrates that engaged employees bring their energy, ideas and full range of capabilities to the workplace.
- An emphasis on Diversity, Equity and Inclusion engages employees by encouraging a sense of psychological safety and job satisfaction. These qualities of an inclusive organizational culture foster high levels of collaboration, innovation and overall performance.
- A culture that is Diverse and Inclusive creates the organizational resilience necessary to successfully adapt in response to the challenges of change, turbulence, and uncertainty in the environment.
- Ensuring equity of opportunity for individuals representing all diverse groups models effective leadership and contributes to the stability of the larger community. It is the right thing to do.
Despite the fact that many organizations acknowledge the business case for DEI and embrace the necessity for change, many are pursuing planned interventions that have little impact on the key elements of their DEI objectives because the interventions are not grounded in empirical evidence or data.
The How: Fénix's DEI Process and The Spectra Diversity Inclusion Assessment
Organizations now have the opportunity to base DEI interventions on an evidence-based methodology, that has been fully tested and scientifically validated.
Fénix Leadership & Development is offering the Spectra Diversity Inclusion Assessment to support its DEI Learning Development and Change Process. The Spectra Diversity Inclusion Assessment is an evidence-based measurement of Diversity and Inclusion practices and culture, grounded in the behavioral and cognitive sciences, that enables organizations to measure D&I and then use the insights gained to realize their Diversity, Equity and Inclusion goals:
- The survey assesses and analyzes data across diverse demographic groups within an organization to offer a baseline measurement of Diversity and Inclusion and it presents both the big picture and granulated detail, showing relationships and differences among diverse demographic groups and specific factors measured in the survey.
- The results offer a baseline audit for organizations to use as a foundation to design and implement effective interventions to catalyze learning, development, and innovation to bring about desired changes in culture and practices.
The Spectra Diversity Inclusion Assessment is survey-based, easy to use, and can be completed in 10 minutes.
6 Phases of The Fénix's Learning Development and Change Process
Guided by key indicators of diversity and inclusion, we collect and analyze quantitative and qualitative data to create a visual and narrative summary report of the data. We collaborate with you in identifying areas of strength and challenges and co-design a strategic plan for development and change that is contextual, responsive, and actionable. Through the interventions and initiatives in the plan, we support you as you move through a process of learning, exploration, development and transformation, in order to realize your DEI goals. Throughout this process, we draw on advanced knowledge in the natural, behavioral and cognitive sciences. Our goal is to help you emerge as a more diverse, inclusive and resilient organization.
PREPARE
Through conversations, presentations, and interviews with stakeholders, we work to expand the leadership’s awareness of and commitment to DEI. At this stage we also customize the survey to meet your specific needs and collaborate with you to develop a communications strategy to engage employees to prepare them for the survey deployment.
The Spectra Diversity Inclusion Assessment measures the factors known to significantly influence Diversity & Inclusion (D&I) within organizations based on the research and experience: the perception of Management (how management sees itself and how management is seen by employees in terms of D&I), Culture (organizational norms and beliefs), Policies, Practices, and Procedures (how D&I efforts are put into practice within the organization), Individual Beliefs and Attitudes, and individual Interpersonal Skills.
In addition to the survey questions measuring these factors, two customized open-ended qualitative questions are included in the survey. Findings from one-on-one interviews and focus groups are usually employed to enrich the survey data.
The survey data are stored on an encrypted database (RSA encryption), with a secure firewall, and the data sit on a virtual private cloud. The anonymity of participants is maintained through data storage security, as well as via other features of the collection, analysis, and reporting process, including a two-factor authentication for participants to access the Spectra Assessment.
Survey data is segregated by demographic groups, i.e., gender, sexual orientation, race/ethnicity, age, disability, and veteran status. Organizations can choose multiple additional demographic descriptors, meaningful in their context, to incorporate in the survey data collection, e.g., job role, job level, length of tenure, division, geographic region, etc. The segregation of data allows for meaningful comparisons between diverse groups of the organization to assess DEI strengths and challenges more accurately.
Drawing data from multiple sources, the survey, interviews, and the focus groups, allows us to enrich and triangulate data so that the results can be interpreted with greater veracity. Further, it enables us to tell the organizational story in both broad strokes and granular detail, as needed.
Overall scores from the analysis indicate your organization’s level of maturity in developing an inclusive culture; it may also be used to benchmark your level of Diversity & Inclusion against other industry players or organizations from your market sector or others.
DESIGN
We support leadership in making sense of the results and collaborate in setting goals, based on the insights gained, in the context of the organization’s mission and strategic objectives. We co-design a strategic plan, including a cohesive map of interventions and related activities to catalyze learning and shift the culture and practices to reach organizational goals. (All recommendations are grounded in organizational science, social psychology, learning theory, adult
learning, and cognitive science.)
IMPLEMENT
We help to implement the strategic plan, which may include individual & team coaching, workshops, awareness- building activities, retreats, and/or review of policies. Throughout the implementation phase, the objective is to develop the capabilities required and to maintain an organizational scaffolding to encourage learning, innovation, and the shifts in mind-set and behavior to catalyze the changes you want to see.
LEADING INCLUSIVELY
Leading inclusively is both part of the process and the desired outcome. We continue to support the development of individual and collective leadership and management capacity across the whole organization.
Become the leader and organization you want to be.
