Inclusion & Diversity

Global Inclusion & Diversity

The world’s workplace is constantly evolving, and so is the way that Inclusion & Diversity plays out within global organizations. Our Inclusion & Diversity practice partners with clients to ensure a global, yet locally relevant approach to diversity that leads to a work culture of inclusion.

“Diversity is the chorus. Inclusion is their song.”

OUR APPROACH TO GLOBAL INCLUSION & DIVERSITY

I&D Journey as a Process,
Not an Event >

Attention to Culturally-Based
Learning Styles & Leadership Practices >

Pragmatic Outcomes Based on Local/Regional Priorities >

Global Messaging, Local Relevance >

Broad Set of
Inclusion Variables >

 

Read our thoughts & latest news related to Inclusion & Diversity

Relevant Programs for Inclusion & Diversity

Case Studies

Creating an inclusive environment for employees around the globe

Challenge:

A US-based energy company operating globally sought to develop a core diversity curriculum for employees, supervisors, and managers in various functions. The primary objectives were to create a shared understanding of the effect of demonstrating inclusive behavior and to foster an environment where all ideas are heard.

Solution:

Aperian Global worked closely with the company’s learning leaders and business managers to design a modular workshop that incorporated a consistent, global approach to inclusion and diversity topics while ensuring that important cultural, regional, and business-specific issues were addressed.

The program was successfully rolled out to leadership teams, functional/divisional groups, human resource leaders, and first- and second-line supervisors across the world. Each session was opened by a senior manager in order to anchor the larger, global picture with local relevance. Topics covered in the sessions included inclusive leadership behavior, micro-inequities, and unconscious bias, as well as techniques for working across differences in national cultures. The format of the workshops was active and experiential, with exercises, roleplay scenarios, and real-time feedback. Participants left with practical steps for influencing others at the team, functional, and organizational levels.

Results:

Employees based in more than twenty corporate locations around the world have participated in the workshops, which have undergone continuous customization as the organization evolves in its diversity journey. In addition to gaining awareness of inclusion issues, participants have noted additional benefits such as expanding their “go-to networks.” Outside of learning delivery, Aperian Global continues to support initiatives to sustain momentum with diversity committees, human resource leaders, and various employee resource groups.

Creating inclusive workplaces in an Asian market

Challenge:

In a relatively small Asian country, staff members of certain small- and medium-sized enterprises (SMEs) were lodging complaints with the government. They felt that they had been unfairly treated in both recruitment and developmental opportunities, and often deemed their workplaces as not being inclusive. Retention rates in these SMEs were poor and recruitment costs were a burden.

Solution:

The government agency that was receiving the complaints asked Aperian Global to design an approach for resolving the situation. We discovered through interviews with the SME management teams that many owners and human resource personnel did not see the links among retention, recruitment, company reputation, and an inclusive workplace.

A program that included workshops and site visits was designed to build awareness of the potential positive effects of inclusiveness on staff and on the businesses. The government agency offered the program for free to SME management teams in order to create more inclusive workplaces. Every company that signed up for the program had to attend two 8-hour sessions, one month apart. In between the two sessions, Aperian Global consultants paid 90-minute visits to each SME’s premises, interviewing staff members and reviewing the physical environment.

Results:

More than thirty SMEs participated in this program over the course of two years. All organizations made concrete efforts to make their workplaces more inclusive. The attendees were coached to champion the inclusion cause and overcome resistance to the changes they wanted to implement. Subsequently, some of these organizations received media attention for their efforts, and a few even won national awards.

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