My car broke down on the way to work. I took it to the mechanic who diagnosed the problem, fixed the car, and off I went. We turn to experts in so many aspects of our lives. Why, then, do so many companies and firms try to address diversity and inclusion challenges internally?
Key benefits of bringing in a third-party specialist include:
In order to properly address an issue, it is essential to first diagnose it. Check under the hood. Make sure the engine is running properly. Do a full inspection. All of this requires an independent expert to ensure that the right questions are asked, the results are reliable and valid, and there is no bias.
Getting It Done
Bringing in a specialist can efficiently and effectively take an organization where it wants to go, like getting great mileage out of a full tank of gas. Experts develop implementable D&I solutions that will attract and retain talent, attract and retain clients, and maximize standing in the community.
Protect the Bottom Line
Just like we take our cars to mechanics for oil-changes to prevent problems, organizations need to proactively address issues percolating beneath the surface in their cultures. Experts can help prevent diversity crises such as:
- Harassment litigation (and increased EPL insurance premiums)
- Mass exodus of talent, particularly diverse talent
- Negative reviews on Glassdoor, Indeed and other social media platforms
- Inability to attract and retain the best talent
- Inability to secure client engagements/meet RFP requirements
Ensuring that an organization does not drive off the road requires fair diagnosis, strategy, and action. D&I professionals are essential to any organization’s smooth ride to success.