CulturalGestalt ™

Diversity & Inclusion Consulting Services

Our business management consulting services includes D&I consulting, training, and coaching support. Our research focuses on applying effective principles for leading a productive, innovative, multicultural, and diverse team. 

This unique approach will help your employees and partners to:

• Gain a greater understanding of Diversity & Inclusion within their organization and why they are critical business success factors

• Understand the Leader's role in leading diverse teams and the key competencies required for team effectiveness

• Gain and understanding of culture and its impact on interactions and team effectiveness

• Build skills for communicating effectively across cultural and language differences

• Apply skills and strategies in order to flexibly adapt leadership styles to create a workplace that is inclusive, invigorating, innovative, engaging and where employees and teams are excelling.

Diversity and Inclusion (D&I) is good for business.

Companies made up of employees that reflect a greater range of genders, ethnicities, and ages regularly outperform their peers. And while most of us know the business case for diversity, it is more likely than not that the organization we work for is underperforming in this area.

According to a 2017 Deloitte study, 71% of companies want to have inclusive cultures; however, only 12% truly meet that goal. Diversity is how your workforce is comprised based on gender, race, age, background, and more. Inclusion is how well those people mix to create synergies.

People who feel they belong are comfortable sharing ideas, voicing their opinions, and being a part of a team because their input is valued. Having a culture of inclusion leads to higher retention rates and makes it easier to recruit new diverse talent.

There is no one-size-fits-all approach to Diversity and Inclusion. However, several additional factors can help your strategy deliver greater value:

Link D&I to Growth
Companies need to understand what D&I approach best supports their business strategies as well as what inherent traits (gender, race, etc.) and developed traits (education, skills, job experience, etc.) are best suited to the organization by using advanced analytics. Diversity, when executed well, can directly improve innovation, problem solving, and decision-making.

Focus on Inclusion
Reinforce a greater sense of belonging among employees by integrating both demographic diversity and diversity of thought into talent management practices. Inclusion can have a dramatic impact on retention and performance, which may be why 78% of respondents to Deloitte’s Global Human Capital Trends survey believe D&I is a competitive advantage. A stronger culture of inclusion can also help you build trust and cohesiveness that results in highly effective teams.

Expand Your Definition of Diversity
Diversity efforts have traditionally focused on hiring women, minorities, LGBTQ candidates, millennials, and baby boomers, as well as those with physical disabilities. Today, new pools of candidates with military backgrounds, autism, or ADHS have emerged who can offer alternative thoughts, education, ideas, and logic to the table.

Talk About Opportunities for Advancement
An opportunity for advancement is a strong motivator to diversity candidates, so mention it throughout the recruiting process and candidate experience. Include paths for promotion in job descriptions, interviews, onboarding, and annual reviews. According to a report by Glassdoor, 40% of African Americans and 36% of Latinos view advancement opportunities as a top factor in their career decisions.

Highlight Your D&I Efforts

Your marketing and advertising need to show employees with whom candidates can identify because information (or lack thereof) can help to sway potential candidates.

Of those surveyed by Glassdoor, 18% said a company’s diversity and inclusion initiatives could strongly influence their decision to join an organization.

Simply hiring diverse talent is not enough. Companies need to have diversity at the top in order to have diversity at lower levels within an organization — employees and potential employees want to see that diversity and inclusion already exists. You also need a robust inclusion program where employees are well trained, appropriately integrated, and successfully retained. Most would agree this is no easy task; however, a growing number of organizations believe the potential benefits are worth the effort.

Today’s smart organizations know that to drive business results they must increase the cultural competency of their leaders. In fact, increasing cross-cultural effectiveness has become a critical strategy. Leaders must be able to motivate employees from various culture and language backgrounds and to do so virtually across multiple time zones.

Working effectively across cross cultures requires understanding of each individuals’ cultural filters and communication styles and how that positively or negatively impacts individuals and organizations of other cultures, including an urgent need for cross-cultural understanding and conflict resolution skills.

Leading a productive, innovative, quality minded multigenerational, multicultural, and diverse team in an evolving workplace and marketplace is far more complex than ever before. This is a tough job for even the most talented and seasoned leader.

RESONATE can support your organization by designing and delivering customized cultural competency training tailored to your specific business challenges and opportunities. Our commitment to your company is to help increase cross cultural and global competencies.

For a Free Individual D&I assessment, access it HERE.

To review & discuss your results, and learn more about our work, contact us today at 415.877.4180.



For immediate assistance, book a calendar time to discuss your requirements and plans here:

www.calendly.com/coachcesar/intro-call