Diversity Training programs
Building An Inclusive Culture
How Leaders and Organizations Re-Engage Diversity and Drive Inclusion Results.
Online Training For Front-Line Leaders, Talent Management, Human Resources, and Diversity Leaders.
Diversity by the Numbers Doesn't Work
The one question every organization asks, “How do we hire more diverse candidates?”
The one question most organizations cannot answer,
“Why would diverse candidates want to work for us?”
What we’ve seen is the following three step process without progress.
Let's Hire More Diverse Candidates
A committee is established with a targeted goal - increase the number of minority candidates by X% within 1 year. Talent Acquisition departments set out to meet the goal. Strategy and Tactics Deployed - The Goal is Accomplished.
The Revolving Door "Months Later They're All Gone - Why?"
HBCU Tactic Deployed, minority candidates recruited, great hire, excellent cultural fit, very qualified, high-potential, great experience, lots of promise - all of the power words used to describe your new hire. Within 24 months, everyone is gone.
Rinse and Repeat "Let's Fix Our Diversity Hiring Process, Again"
Once again key stakeholders whiteboard and flowchart the hiring process. If you're a tech company, you publish a dismal hiring retention report and now you're in the hot seat. The bold unanswered question - What happened?
Diversity and Inclusion was always designed to fail.
There Are No Quick Fix For Diversity and Inclusion
Diversity built by percentages and not on success is bound to fail. The bold question, what level of equality must be empowered to allow diverse people to be successful in your organization? Diversity demands that we peel the onion, then take a microscopic view of each layer, and address the underlying systems of disenfranchisement and inequity.
We work with organizations to develop monumental shifts in
how you hire, retain, uplevel, develop, and advance people of color.
to Create Equity, Inclusion, equality and diversity
Ask Bolder Questions
equality
What will you do to make sure everyone has access to the same resources and opportunities?
Equity
What would it mean if your organization viewed everything through the lens of equity?
Diversity
Five years from today, if you do nothing what will your organization regret? What would your employees regret?
inclusion
What will your organization do every day to create greater respect for everyone?
Keep asking, What else?
The Proactive Method to Building An Inclusive Culture
When your numbers aren’t working and success seems like an illusion, how you approach the challenge is everything.
Beyond Mission Statements, leaders have to be comfortable advocating for
diversity, inclusion, equality, and equity…
even if it makes others uncomfortable.
The first step to inclusion, clearly identifying What You Want and Why Your Organization Doesn’t Have It Now…? Then,
01
Management Training
Being inclusive must be taught and not assumed.
02
Lens of equity review
Equality is built on respect. Respect for the person, process, and results. Respect must be baked into your program.
03
program redesign
Our Inclusion Curve Model® a systematic process to evaluate your internal and external DEI landscape.
We help you move beyond the numbers
Our evidence-based experience has shown us that to be successful organizations must be willing to do the hard work, endure failure – because this will not be perfect, and learn from those missteps.
Then there must be a keen focus on educating your leadership team on what it means to be inclusive. Then and only then can you create robust sustainable initiatives.
Finally, there must be real consequences for non-compliance and ignoring opportunities to engage all stakeholders in shifting your diversity numbers.
Our client companies commit to a systematic shift, Are you ready to work with us?
Fundamental Diversity & Inclusion Workshops
Organizations & Town Hall Events
The Power of Equity
RETHINK EVERYTHING, DISMANTLE THE SILOS, AND MOVE TO EQUITY
We must rethink Diversity, Inclusion, Equality, by focusing on Equity. In this instance, the definition of equity is the degree of investment in diverse employees to achieve parity. After being invited to the table, will diverse groups benefit from the negotiated deals? Organizations can build robust mission statements around diversity; you can issue public-facing statements on inclusion; you can even champion equality, and never move to creating equity for diverse employees or female stakeholders.
Managers and Leaders
We Lead the Change
CULTIVATING INCLUSION TO OVERCOME BIAS
The opportunity for leaders to create transformative shift in how we view inclusion and equity is imperative for business success. As leaders, we all face internal and external challenges that often shake the foundation of our leadership vision – today is no different, your employees are depending on you to champion inclusion as a core business imperative.
Townhall or Training Session
The Power of Ally ship
HOW TO FOSTER AND ENGAGE ALL STAKEHOLDERS INCLUDING DETRACTORS IN DIVERSITY, EQUITY, & INCLUSION
The reality, as diversity and inclusion becomes a stronger mission every organization will struggle to get everyone onboard. How can organizations move the resistance needle and build ally ship in the quest to have a more inclusive workplace?
The Data to Support
Inclusion Training for Managers
Have never been trained to be inclusive. Most have never learned how to create belonging for everyone.
Cannot find the time to execute diversity initiatives. Most have no incentive to create a commitment to diversity.
Don’t feel that your organization is committed to making sustainable change.
Can you live with that?
Diversity in Women's Leadership
Training Session and Group Training
Building Her Future Resume™
HELPING MANAGERS LEARN HOW TO UPLEVEL DIVERSE WOMEN
Most leadership development programs focus on fixing women – we focus on helping managers identify and empower potential for diverse women. We help managers learn how to spot potential, systematically evaluate potential, move beyond mentorship to creating opportunities to transfer knowledge while improving women’s leadership confidence.
Support
Everyone needs support to make diversity, inclusion, equity, and equality programs run effectively. Racial equity is more than a program; it’s more than the right thing to do – it is a commitment to support every individual in your echo system. Organizations must provide genuine support to help people of color advance their careers while simultaneously supporting leadership teams to build equitable initiatives. But it would be best if you also extended the most support to diversity leaders whom you’ve entrusted with advancing your DEIB mission. What support are you offering your equity team?
Diversity Practitioner Training & Coaching
For Diversity and Inclusion Leaders
Manager of Diversity
Moving Beyond The Title
How to Lead, Influence, Design and Build A Diversity Program While Driving Results
Often times organizations decided that diversity and inclusion should be added to your desk – or maybe you volunteered to lead the Diversity Initiative. Now you realize just how hard this process is going to be. Without the support and coaching you may not succeed, then this program is for you.
Consulting, Facilitation, & Program Design
Inclusion Curve Model® and Framework
The Future Is Now
How Leaders and Organization Re-engage Diversity and Drive Inclusion Results
Diversity and inclusion require insight and masterful strategies and purpose-driven tactics to create a culture of belonging for all stakeholders. More than anything else, equality comes down to courage, commitment, and persistence. Asking bold lens of equity questions and getting answers from all stakeholders. Then utilizing the Inclusion Curve Model and Framework to transform your diversity program.
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Driving Results While Empowering Your Team
Commitment
Margaret Spence
CEO, Founder C. Douglas & Associates and
The Employee to CEO Project
I’ve spent over 35 years inspiring organizations to value talent. Engaging employees in a shared visions, creating inclusive initiatives, and fostering collaboration across silos are the tenets of the work that I do. I began my career advocating for injured and disabled employees to remain in the workforce. In 1999, I wrote a catapulting question on a napkin “what do you want that greater than yourself?” my quest to answer that question lead me to launch C. Douglas & Associates. The Employee to CEO Project.
Margaret
Learn More About Our Programs,
Book Margaret to Speak
Driving Results While Empowering Your Team