Diversity, Equity, Inclusion & Belonging

DEIB and Leadership Development are Inseperable.

The most effective leaders approach their work through an equitable, inclusive lens. They create a world in which people want to belong - where their contributions matter. They know organizations thrive when they create conditions for everyone to thrive … and thriving, equitable, and inclusive cultures organically attract more diversity.

DEIB is at work in your organization every day.

Every organization faces challenges today and every day, whether related to fairness, equal access to opportunities and resources, feelings of fear, inadequacy, and not belonging, equity, inclusion, or the lack thereof.

The Opportunity: Become more aware of how DEIB affects your organization and learn how to take the action needed to grow a thriving culture of belonging.

The process combines a series of interactive workshops and individual and team coaching sessions aimed at securing measurable, sustainable outcomes tied to an ongoing accountability system.
Before we take you where you want to go we have to meet you where you are.
- Online cultural survey to determine baseline themes
- Validate the themes with staff focus groups and key personnel interviews
- Present findings (report/recommendations) to leadership
- Leadership self-awareness and vertical developmental learning to establish the blank slate mentality needed to venture into the deeper end of the DEIB pool
- Develop a common language and knowledge of DEIB terms to ensure productive conversations and learning.
- Define and validate what brought us here (history). To genuinely make sense of the past, it must be seen on its own terms. Education is needed on how to make the strange and unfamiliar logical and comprehensible and how to empathize with people who once thought so differently than we do today.
- Grow a greater DEIB awareness and toolkit. Learn how to recognize the effects of inequity and the skills needed to respond to challenges many staff members may face daily. (i.e., micro-aggressions, discrimination, stereotyping, etc.)
- The path toward allyship and developing a positive racial identity. An ally uses their position of privilege to create opportunities and advocate for people who do not have that privilege. To do so requires having a positive racial identity. A person must feel good about who they are if they are to help others.
Notes:
- All workshops are adjusted to meet your team where they are based on their cultural assessment
- The curriculum is constantly updated to reflect current events
- Individual and group coaching reinforce workshop concepts and give participants opportunities to work through their challenges
Next Steps:
- Develop ongoing Personal and Organizational Action Plans and accountability mechanisms.
- Partner with our team to develop an internal onboarding process for new hires
- Psychological Safety - We create non-judgmental spaces where we all experience no fear speaking our beliefs, opinions and ideas - where we’re all invested in collaborative learning
- The Workshop Experience - This is not training. Because our interactive design elements necessitate engagement, we all teach and learn from each other
- A Leadership Development/DEIB Hybrid Approach - we realize and act on the opportunity to continually support each others developmental growth
We’re in it together. For both your organization and the Henley Leadership Group, becoming more effective at what we both do, and establishing equity and inclusion as personal values, begin with the commitment to support each other’s ongoing development.
- A Growth Mindset: You believe that that your capacities and talents can be enhanced over time
- Curiosity: You have the desire to know and learn new things
- Humility: You feel comfortable being temporarily dependent on others to answer questions you do not already know the answer to
Being successful in this work requires leaders to show up every day as role models and advocates for a more equitable and inclusive culture.