The distinction between the “why” and “how” questions related to goal pursuit implies that changing the behavior of individuals who have not yet decided to pursue a goal needs a “why”-oriented approach focusing on motivation, reasons, and rationale, whereas changing the behavior of people who have decided to pursue a goal needs a “how”-oriented approach focusing on strategies needed to enact the behaviors to attain the goal. We facilitate both.

We can help your organization to understand motivations and how to change behaviors in many ways.

DEI & Wellbeing

The connection between DEI and employee wellbeing is profound and mutually reinforcing. When organizations prioritize DEI initiatives, they create a culture where employees from diverse backgrounds feel valued, respected, and included. This sense of belonging has a direct impact on employee wellbeing, as individuals experience increased job satisfaction, higher levels of engagement, and reduced stress. By fostering an inclusive and supportive environment, organizations promote the overall wellbeing of their employees.

DEI initiatives also contribute to improved mental and emotional wellbeing. When employees feel that their unique perspectives and experiences are acknowledged and appreciated, they are more likely to experience a sense of psychological safety. This leads to increased self-esteem and confidence, promoting positive mental health outcomes. Furthermore, an inclusive culture helps reduce workplace discrimination and bias, creating an environment where employees can bring their authentic selves to work, free from fear of judgement or exclusion.

Conversely, prioritizing employee wellbeing can strengthen DEI efforts within an organization. When employees' physical, mental, and emotional health is valued and supported, they are more likely to feel included and engaged in the workplace. Wellbeing programs that address the diverse needs of employees, such as flexible work arrangements, mental health support, and wellness initiatives, can foster a sense of equity and fairness. By providing equal access to resources and support, organizations demonstrate their commitment to the wellbeing of all employees, irrespective of their backgrounds.

The intersection of DEI and wellbeing is a dynamic relationship that reinforces organizational success. By embracing DEI principles and implementing wellbeing programs, organizations create a positive feedback loop. A diverse and inclusive workplace promotes employee wellbeing, and in turn, employee wellbeing supports a more inclusive culture. This symbiotic relationship contributes to higher employee morale, improved team dynamics, increased productivity, and enhanced overall organizational performance.

Our Work Impacts

Discrimination in the Workplace

Discrimination due to racism or other prejudices can take many forms in the workplace, including unjust treatment in hiring, firing, promotions, benefits, and more. Creating a safe work environment where such misconduct is not tolerated is crucial for fostering an inclusive and equitable culture.

Inclusive Hiring & Employee Wellbeing

Inclusive hiring practices acknowledge that different backgrounds, experiences, and opinions can add value to an organization. Hiring diverse talent should be supported by an inclusive and equitable work environment that considers employees’ well-being in the total employee experience—from recruitment and onboarding to training and development.

Cognitive Diversity

Cognitive diversity, or diversity of thought, is not predicted by factors such as gender, ethnicity, age, or learning disabilities. Leveraging different ways of thinking, viewpoints, and skillsets helps drive business outcomes and ultimately, success.

Workplace Culture & Communication

Building a positive workplace culture is anchored in mutual respect and strong communication. Differences in individual communication styles due to race, gender, age, or many other factors, can lead to incivility, or worse, a toxic work environment that compromises productivity and emotional or even physical safety in the workplace.

Equity

Equity is central to an inclusive workplace. Organizations must guarantee fair treatment regardless of prescribed gender, race, class, or other factors. This includes equitable pay and recognition, as well as equal access to resources, opportunities, and rewards for all.

JEDI Journey / DEI Strategy

Understanding business value can help individuals and organizations shift from simply operating to embracing diversity, equity, and inclusion – from getting buy-in from leadership to adoption and implementation. Robust JEDI journies and DEI strategies can positively impact the bottom line.

Curriculum Design

We are lifelong teachers and experts, in our respective fields and well-versed in the strengths and gaps of approaches to curriculum design. We apply our expertise in research-based pedagogy to build coherent curricula. We leverage successful practices to model how to effectively position clients as competent sensemakers and elicit and respond to critical thinking — not groupthink.