| | Oct - Dec 2021BUSINESSMANAGEMENTREVIEW.COM19perceptions on equal opportunity for career progression via surveys, interviews, and/or focus groups. Within those areas, the firm also identifies areas of strength to build upon and gaps that need improvement initiatives. In addition, they also review academic research to provide more context and understanding of the key findings and identify leading practices that will support diversity and inclusion improvements in an organization. Following this, the CIDIS team analyses and syntheses the diversity data, workforce perceptions, and academic research into a report that specifies the assessment methodology, key findings, inclusion indicators and recommendations for improvement. Together with the leadership and stakeholders within the client's organization, CIDIS develops targeted programs and initiatives that not only build on current strengths in the company but also help them improve potential weaknesses. "In short, instead of rushing companies into taking action on DEI, we help them stop, step back, and adjust to a more strategic approach. This goes a long way in having a greater impact on the workforce as well as diversity, equity, and inclusion within the workforce," avers Dr. Joy.The CIDIS DifferenceThe CIDIS team understands that no two organizations are alike and are most likely to take different paths to diversity and inclusion. "Our differentiator is that we focus on helping organizations understand that path. Companies know where they want to go but don't necessarily know how to get there. By being truly collaborative, we tailor our solutions and services to cater to our clients' needs. Our approach is designed to help leaders develop a path forward in their `DEI story' and help them monitor diversity, equity, and, inclusion year over year to track progress and improvements overtime," mentions Dr. Joy.Furthermore, the company's work culture and the team also play a critical role in CIDIS' growth and success. Dr. Joy fosters a transparent, collaborative working environment where people share ideas and knowledge with one another. "One of the things that we believe in fervently is continuous learning for ourselves and helping others to continuously learn and increase their awareness around diversity, equity, and inclusion. To that end, we carry out videos, webinars, and podcasts; write articles; develop toolkits and guides to pass on that learning to other organizations," adds Dr. Joy.In fact, the name CIDIS stands for the core values the company believes in and builds on: Collaboration, Impact, Drive, Innovation, and Strategy. "We work side-by-side in collaboration with clients to assist in understanding an organization's culture, workforce, strategic goals, mission, and potential risks. We design, develop, and implement sustainable initiatives that will have long-term impacts at all levels of the organization," explains Dr. Joy. CIDIS partners with clients to drive solutions that create momentum and sustainability for change to propel organizations forward. Furthermore, it strives to find innovative solutions, not for the sake of change but for progress through changes in process, technology, and human capital. All-in-all, CIDIS develops a strategic direction that will assist organizations in successfully meeting their mission and objectives.A Future Geared Toward ValueMore recently, the firm developed an inclusion index survey as a part of `your story;' the survey measures inclusion within a company based on five key components and helps organizations--in a more succinct way--peer into the hearts and minds, thoughts and perceptions of its employees around those key areas for improving inclusion and pinpoint the strong and weak areas. Alongside, CIDIS is working toward adding more automation to its framework. "For us, data is key, so we are looking to automate and develop diversity, equity, inclusion scorecard that will complement the diversity, equity, inclusion assessments that we carry out. The scorecard will enable leadership in the workforce to view DEI trends and track improvements over time using a more exploratory and automated dashboard," states Dr. Joy. These dashboards will serve as an interactive place for the workforce and leadership to explore their demographic and inclusion data, look at the demographics across the human capital life-cycle, and enable business leaders to make better decisions. In its quest to help businesses strengthen their DEI, CIDIS will continue to support leaders in taking a strategic approach to their DEI journey. After all, promoting diversity within an organization can make all the difference in defining the success of the company and its employees! BMCIDISA MORE STRATEGIC APPROACH TO ORGANIZATIONAL DEIVia our assessment lens, we help businesses understand where they are in their DEI journey and determine the effective path forward towards fostering a more diverse workforce and inclusive environment
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