Each person contributes something different to help your organization succeed.

The Business Case for Diversity & Inclusion Initiatives

A lack of respect for difference in the workplace can lead toward discrimination, harassment, bullying, violence, poor product quality, deficient customer relations/service, inefficiencies, and unsafe work behavior. Studies show that when employees work comfortably and cooperatively together, productivity increases. A culturally competent organization saves money, creates goodwill, and increases its competitiveness.

Integrated Approach

We offer an integrated approach that includes assessment, planning, accountability structures, facilitation, leadership development, interactive programs, team building activities, mentoring programs, and conflict resolution/mediation. We also provide Spanish language support, if needed. Current best practice requires treating diversity & inclusion as a strategic initiative and employing multiple strategies, including mentoring and accountability, at every level of the organization.
See the related article in Time magazine:

http://www.time.com/time/magazine/article/0,9171,1615183,00.html

We facilitate meaningful changes so your organization can achieve sustained success.We help you to look at your workplace as well as your workforce so you can ensure that your diversity initiatives meet your strategic goals.

We collaborate with The Center for Diversity Education to improve corporate performance through leadership, team building, human resource, marketing, and customer service strategies related to diversity and inclusion. This approach is intentional about equity, inclusion, respect, and appreciation of human diversity. How can we help you with this initiative?

The SWS Consulting Team collaborates with our Strategic Affiliates to perform any or all of the following activities:

1. Conduct an organization-wide assessment that includes, at minimum:

• A review of practices and documents associated with the following functions, at minimum: human resources, marketing & communications, customer service, and purchasing

• A review of affirmative action plans, if applicable

• An analysis of workforce and other pertinent data

• Evaluation of input from supervisors and employees via survey and/or focus groups

• Evaluation of input from customers via survey and/or focus groups

2. Use the assessment results to develop a Strategic Diversity Plan and change the structure (ie. practices and documents; communications) to support this initiative.

3. Present executive, supervisory, and employee development programs:

• Conduct experiential classroom training to foster appreciation for differences and build relationships within and across units.

• Incorporate “diversity-related” content into all leadership, supervisory, team building, and customer service training programs.

• Develop distance and on line learning classes/programs, including modules that are asynchronistic and can be done at the employees own pace.

4. Utilize site-based visual reminders, such as customized exhibits and posters, to extend the learning opportunities outside of the classroom-based instruction. Sample exhibits are available for viewing at The Center for Diversity Education website.

5. Provide assistance in establishing mentoring and accountability structures within your organization.

Read more about our Philosophy Regarding Diversity and Inclusion Programs.

Visit The Center for Diversity Education website.