Employee engagement surveys and pulses used to measure and manage employee sentiment about D&I don’t work. Unconscious Bias training does not work; in fact, it can often create biases that did not previously exist, further compounding the problem leaders are trying to solve. Furthermore, these tools and techniques are expensive, time-consuming, and, unsustainable. They do not lead to actual change in mindsets, mental models, and/or behaviors. Workplaces are struggling as a result.
We attack the problem another way. We start at the root cause- at the cultural level- so the disparity is fixed from changing cultural norms, not simply training. The end result is Cultural Transformation, turning change into movements. Over the last dozen years, we have shown how it is possible to affect change at scale by socializing new norms through data, insight, and artifacts.
We believe that people fundamentally want to work for organizations that truly believe in diverse and inclusive organizations that walk the talk.
Our customers should become people who understand that leadership is enhanced through narratives and visual tools; semiotics are a key point of execution for culture as a management system. Culture is the method that is most effective for creating diverse and inclusive workplaces, and we have the know-how and tools necessary to drive, embed and sustain the change.