WOOHOO! THE RESULTS ARE IN AND YOUR ACTIONS WILL ADD TO A WORLD WHERE PEOPLE ARE CELEBRATED NOT JUST TOLERATED !
The Inclusive Organisation Where Everyone Belongs is less than 90 days away, here's how to implement the ASSESS stage in the next 30 days
When it comes to developing an inclusion strategy, data is key. By collecting and analyzing data, you can gain a clear understanding of where your organization stands in terms of diversity and inclusion. This information will help you to create an action plan that is tailored to your specific needs and that will yield a high return on investment. Additionally, by keeping data front and center, you send a strong message that you are committed to cultivating belonging within your organization not just today but in the years to come. By valuing data and using it to drive change, you can create a more inclusive environment for everyone.
Are You Ready? Let's Go!
Your 3 Step Action Plan
Step 1
Get Clear On Your Specific Business Needs
When it comes to inclusion, businesses often struggle to get started. There are many different ways to approach inclusion, and it can be difficult to know where to begin. The first step is to get clear on the business needs. What are the specific goals that you want to achieve? Once you have a better understanding of the goals, you can begin to develop an inclusion strategy that is in alignment with your mission, values, and purpose. By taking the time to get clear on the business needs, you can ensure that your inclusion strategy is much more likely to be successful. When everybody is working towards the same goal, true belonging can begin to take root.
Action To Take:
Build On Your Clarity
In this video I take you through
STEP 1: watch this first [TURN OP CAPTIONS]
Your 3 Step Action Plan
Step 2
Understand What Good Looks Like
Creating an inclusive culture can be a challenge for any organisation. There are a lot of moving parts, and it can be difficult to know where to start. All too often, organisations focus their energy on the wrong things, like how many people attended inclusion training. This can be counterproductive and ultimately lead to frustration and disappointment. By specifying desired performance upfront, you can avoid this pitfall and ensure that everyone is working towards the same goal. By making performance your benchmark for success, you can ensure that your organisation is moving in the right direction. When performance is your benchmark, you can measure progress, identify areas for improvement, and adjust your approach as needed. This will help you create an inclusive culture that everyone can benefit from.
Action To Take:
Complete Your Elevator To Performance
In this video I take you through
STEP 2: don't skip this
The Intersectional Inclusion Roadmap™ is in your inbox
Your 3 Step Action Plan
Step 3
Become obsessive about uncovering the truth
Creating an inclusive culture can be a challenge for any organisation. There are a lot of moving parts, and it can be difficult to know where to start. All too often, organisations focus their energy on the wrong things, like how many people attended diversity & inclusion training. This can be counterproductive and ultimately lead to frustration and disappointment. By specifying desired performance upfront, you can avoid this pitfall and ensure that everyone is working towards the same goal. By making performance your benchmark for success, you can ensure that your organisation is moving in the right direction. When performance is your benchmark, you can measure progress, identify areas for improvement, and adjust your approach as needed. This will help you create an inclusive culture that everyone can benefit from.
Action To Take:
Complete Your Reality Analysis
In this video I take you through
STEP 3: fundamental foundations
Ruth-Ellen Danquah
Instructional designer, trainer, author of The Rejection Sensitivity Journal for ADHD & creator of The Intersectional Inclusion Roadmap™
Hey hey hey
Thanks for taking the assessment. I’m so happy you’re here and I can’t wait to see you cultivate more belonging in the workplace!
I’ve been on this wild inclusion journey for over 10 years, but it hasn’t always been fun, purposeful, or impactful in the slightest. In fact, it’s been full of ups and downs—can you relate?
I finally created The Intersectional Inclusion Roadmap™ which takes those that struggle with confusion and and take them into inclusion.
Let's Connect On LinkedIn
What happens next?
I’ve sent this 3-step action plan to your email, so that you have all the resources and links available any time you need them. I’ll also be sending you a free workbook to help you progress with your 90-day inclusion plan so that you can make more progress over the next few months with your inclusion than ever before, so keep a lookout for that!
Remember labels are for jars and not for people, here is to helping people be more celebvated not just tolerated!
Ruth-Ellen 🙂