Journey of Equity Diversity & Inclusion (JEDI)

(Each phase includes customized Orientations & Training)

PHASE I – Leadership Alignment & Executive Coaching

PHASE II – Organizational Assessment & Employee Engagement

PHASE III – Culture & Process Improvement

SUSTAINABILITY PHASE – Measure, Improve, Refine, Repeat

What is JEDI? The Journey of Equity, Diversity and Inclusion

JEDI is a strategic, thoughtful and aligned approach to incorporating equity, diversity and inclusion as a fully integrated business priority.

But What Do These Terms Mean?

Equity is about power. Who has it? How is it used? How is it measured? What systems are impacted by it?

Diversity refers to the presence of people who, as a group, have a wide range of characteristics, seen and unseen, which they were born or have acquired. These characteristics may include their gender identity, race or ethnicity, military or veteran status, LGBTQ+ status, disability status, and more.

Inclusion refers to the practice of making all members of an organization feel welcomed and giving them equal opportunity to connect, belong, and grow—to contribute to the organization, advance their skill sets and careers, and feel comfortable and confident being their authentic selves.

The main difference between diversity and inclusion is that diversity is a state of being and is not itself something that is “governed,” while inclusion is a set of behaviors and can be “governed.”

This by no means diminishes the importance of diversity and the need to continue to drive progress. On the contrary, boards and leaders should engage in conversations with management about improving diversity, and this in itself is an inclusive practice.*

Diversity and Inclusion are also outcomes or report cards for an organization. They disclose what organizations have done to reflect the cultures that they live and work in. Inclusion’s outcomes are a measure of how much belonging, value and support staff, contractors/vendors and other stakeholders experience. Are they welcomed for who they are?

* The diversity and inclusion definitions used above are from Mike Fucci and Terri Cooper’s Deloitte article from April 2019.

Foundations of JEDI

We have learned over decades of working with leaders that their teams and their organizations that behavior change and organizational change starts in the mind. Like an operating system for a computer, so is the core of our thinking. Our words and actions are outcomes that start from the inside out. We agree with the statement made by two McKinsey Consultants on what is needed for real and sustainable organizational change.

Orienting leaders and their teams with a common understanding and language has been a key to helping organizations embrace EDI as a business priority that is just as important as other objectives and goals that drive the business. This important alignment becomes a force multiplier that is ‘baked into’ thinking, systems, processes and values.

We also provide coaching, surveys and assessments that provide strategic organizational listening. This includes consulting and facilitation with cross-functional impact teams that focus on researching and improving where the most profound gaps/deficiencies/opportunities were found.

“Organizations that identify and address pervasive mindsets at the outset are four times more likely to succeed in organizational-change efforts than are companies that overlook this stage.”

Nate Boaz and Erica Ariel-Fox, “Change Leader, Change Thyself,” McKinsey Quarterly, March 2014

We Provide A JEDI Training Menu

(Customized to each client’s needs/situation)

Contact Darrell for more information on Outward Inclusion for teams and leaders.

On The Journey to Higher Ground, Gain perspective

The JEDI Value proposition

PHASE I – Set the Foundation: Create a common frame of reference, and common language through orientation and awareness training as well as individual and team coaching. Develop a schedule/roadmap with weigh-in and buy-in.

PHASE II – Metrics and Engagement: Design and administer EDI survey. Analyze the results, select strategic priorities and KPIs and develop a strategic communication plan. Form, train and deploy cross-functional employee action teams to research and propose improvements.

PHASE III – Chart Growth/Change: Synthesize research, proposals and recommendations through status reports from employee action teams. Stimulate continuous growth and communications through ongoing awareness training and development.

About JEDI, Inquire Here you Must