Change happens when the pain of staying the same is greater than the pain of change
- Tony Robbins
People’s uniqueness affects all aspects of business!
Beyond the moral imperative to do the right thing, there are many verifiable and pragmatic reasons for D&I efforts.
Competition for talent in a strong economy is intense. Job candidates from increasingly diverse backgrounds look for equitable policies and practices when considering joining an organization.
Consumer demands and expectations have shifted. Many people seek to do business with companies that respect and acknowledge their needs, values, and experiences.
Changing rules of social engagement. The rise of social media allows the general public to bypass traditional gatekeepers and easily and effectively impact a company’s brand.
Innovative leaders seek to foster progressive workplaces that will thrive in the new economy. Embarrassing "take-downs" of prominent executives, negative publicity from social media campaigns, and loss of lucrative ad sponsorship have served as a wake-up call. It is leading many to realize that shifting consumer concerns and increased consumer reactions can result in real consequences for themselves, their brand, their employees, and their communities.
Thus, the potential downsides of holding onto old ideas and practices that no longer serve have become greater than the pain of making fundamental changes. Why do we continue to have so many avoidable missteps? Even when there is a consensus that changes need to be made, agreeing what needs to be changed is vastly different than knowing how to make those difficult changes. This is where we can help!
Inclusion Innovates was founded to help organizations develop inclusive policies and practices that positively impact their employees, clients, and community.
Every organization is unique. While we have developed tested tools and strategies based on a quarter century’s experience consulting on D&I initiatives, we do not push preconceived solutions. Our focus is on understanding your specific business model, strategic goals, challenges, and opportunities to create achievable, relevant, and measurable policies and practices.
This is a journey. We all bring forth our own experiences, which require room for mistakes. Real change does not happen overnight, and it is rarely comfortable. While negative reactions are inevitable, our 25+ years’ experience facilitating difficult conversations can help your company navigate the necessary dialogue for effective organizational changes.
This is about business. We have worked with senior managers in industries such as manufacturing, education, and retail for more than two decades. We have seen first-hand that the most successful D&I initiatives enhance and complement a company’s corporate culture and bottom line. Our focus and experience uniquely position us to align inclusive practices with our clients’ existing strategic goals.
WHAT PEOPLE SAY
Vice President-Diversity & Inclusion, Eaton Corporation
I have had the pleasure of networking with Kevin in the area of Diversity and Inclusion over the past three years. Kevin advised and coached the Aerospace business group within Eaton on how to build the business case, and create a sustainable culture change in the area of D&I. His guidance and counsel was invaluable to gaining buy-in and establishing our priorities toward implementing a great strategy forward. Most recently moving into my new role as Vice President-Diversity & Inclusion for Eaton Corporation, I have relied heavily on Kevin’s guidance on creating a path forward in the area of Diversity & Inclusion in Eaton globally. In my view, Kevin's business acumen, knowledge, expertise, and passion around how a diverse and inclusive culture can drive business performance places him above most others in his field. I would highly recommend Kevin as a strategic business partner in the field of D&I for any individual or company who wishes to transform their organization from the inside out!
Kevin is a preeminent diversity & inclusion thought leader. His ability to leverage strategy and link it to the bottom line is critical to the successful implementation of any diversity and inclusion initiative. Kevin's knowledge runs deep and his counsel is both innovative and thought-provoking. Kevin has proven to be the consummate professional - always operating with the highest degree of integrity.
Dawn Martin, MBA, SPHR, SHRM-SCP, Director Human Resources at McKesson
Chief Diversity Officer at BP
Kevin brings clear, strategic, and process-based approaches and solutions to real diversity and inclusion challenges. His engaging style creates opportunities to push and challenge without leaving people behind. He'll make a difference.