Diversity, Equity & Inclusion
We bring together 40 years of experience, deep DE&I expertise and global benchmarks to help you make decisions based on data and analytics, not just opinion. We develop inclusive behaviors in leaders and individuals. And we transform the system itself, reshaping talent processes to ensure they are fair and equitable.
If your organization isn’t as diverse and inclusive as you’d like it to be, the first thing we do is to find out why. Before jumping to solutions, we help you step back by:
Becoming a more diverse, equitable and inclusive workplace starts at the top. From the CEO down to front line managers, we empower your leaders to be inclusive and accountable. We do that by designing and delivering inclusion learning journeys grounded in Korn Ferry’s extensively researched profile of The Inclusive™ Leader.
Custom development journeys for senior leaders
These programs foster inclusive leadership behaviors in boards, C-suite teams and senior leaders. They include:
Scalable development journeys for all managers
Our new online self-directed development program is suitable for all leaders and can be scaled easily across your organization. It includes:
Find out more about inclusive leadership.
Inclusion is everyone’s responsibility. That’s why we design and deliver inclusion learning journeys for everyone, from your newest employees to your most senior leaders. We:
You can view our full suite of DE&I Accelerator Programs here.
You want to bring in, keep and promote the best talent, but talent systems are often riddled with biases, whether we’re aware of them or not. We help you take a fresh look at your organization's structure and talent management processes to spot and interrupt systemic biases that are holding people back. We do that by:
Building a DE&I organization doesn’t happen overnight. It takes work. To bring lasting change we help you:
Find out how we can help you build a diverse, equitable and inclusive organization.
To transform your business, a simple fix to a policy or process rarely cuts it. Instead, we look at the people, mindsets, skills, structure and culture you have now. Then we look at where all those things need to be, and make a plan to help you get there.
We call this closing the Potential Gap. And we bring everything we know about organization strategy, talent acquisition, rewards, assessment and development together to help you:
Build the mindset, skills, structure and culture to transform your organization.
Transform your teams to do their best work today and be ready for tomorrow
To become a sustainable business, you need to do things differently
Improve your sales—the right team and the right system means more customers
Find ways to improve costs by redesigning work and organizational structures and rewards, and keeping your people engaged at the same time, helping you grow.
Help transitioning employees succeed and keep those who stay engaged
Build customer loyalty through exceptional service and support
Diversity is the 'mix'.
It encompasses the full range of human differences and similarities. Both identity-based and cognitive.
Inclusion is making the 'mix' work.
It unlocks the power of diversity.
Equality is the promise.
It is equal access to opportunity, advancement, support and reward for all.
Equity is the fulfilment of the promise.
It is the removal of behavioral and structural barriers in fulfilling the promise.
DE&I is important because organizations are facing increasingly complex challenges. Challenges like how to embrace technology in an ethical way, how to transform and innovate at speed, and how to meet customer, employee and investor demands to become more sustainable.
Diversity, equity and inclusion unlocks the power of all your talent, enabling them to work together to solve these complex issues. Research proves time and again that diverse and inclusive teams are more innovative, make better decisions and outperform their peers.
Companies tend to fail at diversity, equity and inclusion efforts for three main reasons:
To design and build a truly inclusive organization, companies need to develop DE&I strategies that are grounded in talent and business priorities, based on data and analytics and are implemented by inclusive and accountable leaders.
The business impact of improving diversity, equity and inclusion is better performance of teams, individuals and organizations. DE&I organizations are: