Diversity and Inclusion Consulting
Organizations must navigate three distinct phases to develop results-driven DEI programs effectively, guided by our Inclusion Archetype®️ Change Management Model.
Each stage—from foundational commitment through strategic alignment to sustainability—builds upon the previous to embed inclusivity deeply within the company’s culture. This structured approach ensures that DEI initiatives are implemented and thrive long-term.
FOUNDATIONAL
Secure leadership commitment to champion organizational inclusion and for cultural transformation.
Alignment
Implement a Strategic Cultural Shift tied to People, Process, and Business Success.
SUSTAINABILITY
Define and Implement Metrics to Create Transparent Results and Sustainable Actions.
Empower Diversity, Foster Inclusion
Transforming Workplaces into Welcoming Spaces for Diverse Talent
As thought partners in Diversity and Inclusion Consulting, we tackle the pivotal challenges of attracting and retaining diverse talent essential for your organization’s success. We show you how to recruit a more diverse workforce and, crucially, how to make your organization the preferred choice for these professionals. With our deep knowledge of cultural awareness and inclusive leadership, we revolutionize your talent retention and engagement strategies. We ensure diversity is ingrained in your culture, empowering your organization to excel in a competitive global landscape.
Where Are You Now?
When evaluating and measuring diversity initiatives, organizations fall into different spots along the inclusion continuum. From compliance focused to fully vested in robust and sustainable Diversity, Equity, Inclusion, and Belonging (DEIB) Programs.
What is your Inclusion Landscape?
In this continuum, organizations are typically compliance-driven, reactive, and at the baseline, the organization is keenly focused on meeting governmental equal opportunity and affirmative action requirements. This baseline is often very basic and ineffective.
Organizations have taken the first steps beyond the baseline trend to focus on defining diversity and inclusion within their ranks. At this phase initial programs are developed, awareness is raised, and diversity goals are incorporated into the talent management process. Lots of commitment and goodwill but limited results.
The Alignment Phase codifies and cultivates a powerful DEIB program that accelerates results for all stakeholders. Internal policies are created to drive cultural change across the organization. Keenly focused on internal, external, mobility, women’s leadership development, suppliers, customers, and relationships with the community at large.
The most powerful phase on this continuum involves a purposeful alignment of the organization’s DEIB talent strategies, upward mobility, and retention goals with the business goals and strategies. Building sustained diversity commitments from the
C-Suite to New Employee to Recruiting to Branding.
Inclusivity: Empowers Leaders and Communities
Our diversity and inclusion consulting, plus specialized services in women's leadership development, inclusive practices for front-line leaders, and career management resources, drive transformative growth and talent retention for organizations.
Women's Leadership Development
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Free DEI Support Community
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Inclusive Leadership Training
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Career Management Book
Read The First Five Chapters
The Talent Retention Challenge
Your Leaders are saying out loud,
“I’m not sure how to effectively attract and retain women and diverse top talent.”
Many organizations struggle with this challenge, perpetuating a cycle of unsuccessful talent retention. Does your organization face a similar issue?
Let's Hire More Diverse Candidates
A committee is established with a targeted goal - increase the number of minority candidates and women by X% within 1 year. Talent Acquisition departments set out to meet the goal. Strategy and Tactics Deployed - The Goal is Accomplished.
The Revolving Door "Months Later They're All Gone - Why?"
HBCU and Women's Recruiting Tactic is Deployed, minority candidates recruited, great hire, excellent cultural fit, very qualified, high-potential, great experience, lots of promise - all of the power words used to describe your new hire. Within 24 months, everyone is gone.
Rinse and Repeat "Let's Fix Our Diversity Hiring Process, Again"
Once again key stakeholders whiteboard and flowchart the hiring process. If you're a tech company, you publish a dismal hiring retention report and now you're in the hot seat. The bold unanswered question - What happened?
The Dismal Results Prove...
Talent Retention Is Hard Work!
Ready to break the cycle?
Let’s transform your retention strategies and achieve lasting success.
to Create Equity, Inclusion, equality and diversity
We Ask Bolder Questions
equality
What will you do to make sure everyone has access to the same resources and opportunities?
Equity
What would it mean if your organization viewed everything through the lens of equity?
Diversity
Five years from today, if you do nothing what will your organization regret? What would your employees regret?
inclusion
What will your organization do every day to create greater respect for everyone?
Keep asking, What else?
We help organizations move beyond the numbers...
Forward-looking corporations seeking to maximize their long-term competitive talent retention advantages are leading the way in developing highly effective, strategically aligned inclusion measurement systems.
Key insights from these organizations:
01
What Gets Measured Gets Done
Proactive organizations have developed standardized measuring systems to collect and share data across business units on a regular basis.
02
CEO Commitment & Actions
CEOs take an aggressive approach to ensure management commitment and hold direct reports accountable for DEIB improvements.
03
Cultural Shift & Transition
Our Inclusion Archetype® a systematic process to evaluate your internal and external DEI landscape.
The Proactive Method to Building
An Inclusive Culture and Improving Talent Retention.
Your approach to the challenge is crucial when your numbers fall short, and success feels elusive. Beyond mere mission statements, leaders must confidently champion inclusivity and equity. The initial step towards genuine inclusion involves clearly defining your goals and understanding why your organization has yet to achieve them.
Then, you can begin to bridge these gaps.
Our Diversity and Inclusion Consulting Practice
Built on the Inclusion Archetype®️ Change Management Model –
Our Services Include:
Policy Review
Assess existing policies, procedures, programs, organizational structure, and practices (e.g., recruitment, onboarding, professional development, annual evaluations, promotions) and identify areas to improve diversity, equity, and inclusion across all facets
Analysis
Quantitative and Qualitative Analysis: Includes a full organizational culture assessment (a climate survey, focus groups, women’s leadership evaluation, and sampling interviews of employees across
Focus Groups
Executive Focus Group discussions with Executive Leaders, Mid-level Directors, and Regional Managers to determine the level of support and executive sponsorship for all diversity initiatives.
ERG Groups
Provide advisory and facilitation for the diversity committee and executive working groups. Advisory services on roadmaps, completing a gap analysis, survey development, and implementation of strategic diversity and women’s leadership initiatives.
DEI Committee
Coaching and consulting with your talent leaders on effective next steps to build and implement your diversity and women’s leadership development initiatives and programs.
Training
Provide strategic direction to the committee and your talent leaders on action items and next steps to foster executive commitment while developing key diversity and inclusion strategies.
Ready to Achieve Your
Talent Retention and Inclusion Goals?
Commitment
Margaret Spence
Founder, The Inclusion Learning Lab
I’ve spent over 35 years inspiring organizations to value talent. Engaging employees in a shared vision, creating inclusive initiatives, and fostering collaboration across silos are the tenets of the work that I do.
I began my career advocating for injured and disabled employees to remain in the workforce. In 1999, I wrote a catapulting question on a napkin: “What do you want that is greater than yourself?” my quest to answer that question led me to launch C. Douglas & Associates and The Employee to CEO Project. Keenly focused on women’s leadership development.
Inclusive leadership is crucial to me as it unlocks potential and ensures every voice is valued. Driven by a deep commitment to diversity and empowerment, this pursuit is both a professional mandate and a personal creed rooted in equity and respect. By championing these principles, we create a resilient and inclusive workplace.
Margaret
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Driving Talent Retention Results While Empowering Your Team.
