Diversity, Equity, & Inclusion 

Resources
DEI STRATEGY DESIGN & PROGRAMMING

​Organizations work toward building an inclusive environment simply because it is essential for the sustainability of the organization. To accomplish the end goal the organization must truly harness the power of that diversity. A broad definition of diversity in your talent pool is only a small part of an equation that will accomplish the goal. In fact, progress in hiring diverse talent will not succeed in the long term if the organization is not intentional in it's strategy to build an inclusive and equitable culture. 

Individuals in any community, including an organizational community bring their personal mental models which incorporate many things. Before arriving, and while engaged with this organization, each of us has acquired a framework of the world based on a melding of our childhood experiences, education, socioeconomic status, ethnic origins, community affiliations, friends, relatives, and a multitude of other experiences. The richness and business benefit of a diverse talent pool lies in the diverse mental models which enable the organization to anticipate and successfully deal with the increasing complexity of our business environment including internal culture, the external marketplace and competitive landscapes.

Harnessing the rich tapestry of our diverse of thought requires a culture that is aware of this essential strategic competence and encouraged strongly to foster it through our communication, styles of leadership, education, decision making models, healthy conflict management, leadership development and many other  organizational development mechanisms.

Listed below are some of the ways in which MLBC provides DEI services; assistance is available with all strategy components as appropriate to client resources:

Diversity, Equity and Inclusion (DEI) Strategy Consulting
  • Diagnostic Assessment and Recommendation Blueprint (see below)
  • Business Case Development
  • Sponsorship Strategy; Program Design & Implementation for Building Inclusive Pipelines of Talent
  • ​Inclusive Recruiting Assessment, Diagnostics and Strategy Recommendations
  • Education and Awareness Strategy
  • Employee Resource Group ( ERG) Strategy, Design & Launch
  • Specific Gender Diversity or Under Represented Population Strategy
  • Customized Solution Development

 Please use the Contact Form to request more information
DEI Diagnostic Assessment

Beginning your DEI journey with a strategic  and long term view is essential for the organization to make progress on with this complex opportunity. The journey you take must be customized for your organization at this time in its history. The firm's business model and strategic market view will be among the critical factors assessed to determine effective DEI strategies. A diagnostic baseline is the key to identifying which of the DEI best practices will be most impactful for your organization today. This is followed by very targeted strategic action planning, customized for your organization.  Ongoing consulting is customized to each client's circumstances.  
Gender Diversity

Why do organizations invest in programs aimed at the advancement of female leaders? Are these different of the same as broader DEI programs.  Sustainability, succession and changing markets.  Each organization is unique in terms of where gender diversity priorities fall in the overall DEI effort.  

In most industries women have been at the least fifty percent of the workforce for nearly forty years.  In many industries women are now greater than fifty percent of the workforce and the emerging workforce. Any sustainable endeavor cannot survive if half or more than half of the talent pool is not maximizing its potential.  Research has shown clearly that leadership teams comprised of men and women working together foster stronger business results. 

Change happens when men and women in the organization work together on these issues in an active, targeted manner, as they would any strategic initiative.  Effective gender diversity programming design is business focused and strategically aimed at supporting the growth goals of the organization. 

​There is a myth, widely knowns as the"pipeline myth".
This myth asks us to believe that if we wait long enough, women in the workplace will fill the leadership pipeline and over time the leadership ranks in many industries will shift. Given the length of time women have been in the workforce in equal numbers and the length of an average career, the numbers do not add up. The advancement of women is a strategic business issue that will not "solve itself".  Business strategy is required. 

MLBC assists clients with all aspects of programming as appropriate to client resources. ​
Gender Diversity Focused Services 
  • ​Gender Diversity Assessment, Strategy & Execution Consulting
  • Education & Awareness Strategy 
  • Inclusive Pipeline Building : Sponsorship Strategies, Training and Programing
  • Career-Life Integration Strategies & Programming
  • Customized Solution Development​
Linked in Networking Groups for Women Leaders- Join us at:
Women in Leadership Public Accounting on Linked IN
Women in Accounting, Finance and Risk Management on Linked IN