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Seeing Self, Others and Life through a Clearer Lens


 

Creating diverse, inclusive and equitable workplaces 

 

Your organization recognizes that having a diverse and inclusive culture is critical for success, not just in terms of business results caused by high levels of teamwork and collaboration, but in terms of the human impact internally on employees, and externally on stakeholders.

You know that a diverse workforce drives innovative solutions, and inclusion fosters the ideal environment for that innovation along with high performance and engagement.

As a business leader or HR professional, you see the bigger picture – how a diverse and inclusive organization is a healthy organization, a place that provides an environment that invites people to do their best work.

You also recognize that diversity and inclusion practices need to be authentic to be sustainable and effective. They need to be values driven, coming from a place of treating people with dignity and care, so that everyone involved feels a sense of belonging, trust, and pride in their relationship with the organization.

The strategies you are implementing are getting results – people are talking differently about the organization, and engagement is building. So what more can you do, what are the steps you can implement to take your culture to the next level of inclusion?

In my 20 years of consulting, training, coaching and developing hundreds of leaders across a diverse range of organizations to build equality in the workplace - including 6 years as a senior HR professional in two public Canadian companies - I have come to know that:

  • leadership is a privilege because of the power paradox of leadership and the impact leaders have on their teams;
  • organizational systems that directly impact people are likely contradictory to the inclusion work you are doing;
  • and unconscious bias is getting in the way of building a highly trusting, inclusive environment for everyone.

 

Much great work is being done in organizations to build diversity and to help employees feel included.  There is still much to be done though to support leaders and team members to see themselves and others through a clearer lens. Being inclusive requires to build a deep regard for others as well as self, through having care and concern, and treating each other with dignity.

If you are seeking ways to support your organization in building diversity, and developing your leaders to be more inclusive, I can help.  Please take a look at the range of ways I can support you through:

  • HR / culture-based consulting
  • leadership training
  • leadership and diversity coaching
  • accreditation in my proprietary assessment tool that explores how we relate with ourselves and others through the lens of a new level of emotional intelligence
  • keynote speaking and breakout workshops

 

You can reach me:

by email at equality@amandaknightconsulting.com

by phone at 1-780-916-1428.

and via LinkedIn, Twitter or Instagram.

 

I look forward to connecting with you!