In the introductory phase of getting to know an organization, Liberation Consulting will make intentional efforts to familiarize itself with the overall ethos of the work culture, the interpersonal dynamics, the hierarchical structure and organizational departments, getting a sense of the important work and contributions of each department. During the planning session with the key leaders, we will work to identify high priority questions and potential individuals with expertise related to each domain for inclusion with specific institutional and cultural focus. Through this process we will identify and draw out key themes, which will inform the planning of the workshop content and curriculum. A report of the results of the assessment can be produced and shared at all levels of the organization.
Cultural Climate Assessment
Liberation Consulting’s approach to conducting organizational DEI cultural climate assessments customarily includes the use of individual interviews and focus groups. This method encourages open and honest communication and the building of trust—two characteristics that are critical in continuously creating and sustaining effectiveness in a diverse workplace and constituent community.
Individual interviews are with specific key stakeholders across all levels of representation in the organization and anyone who would like to participate but finds a group setting uncomfortable.
Focus groups are convened on the basis of constituency (e.g. role and responsibility within the organization) as well as cultural variables (e.g., class, age, different racial or ethnic groups, sexual orientation, gender identity/expression, etc.). During the planning we will work with you to set up a structure and process for finalizing the relevant focus groups, identifying participants, and scheduling the groups.
We offer organization-wide surveys, an ongoing system of metrics to mark key elements of progress over time. Surveys capture the current state of demographic data and a larger picture of the overall diversity of the organization. We then work with the client to identify key indicators to change over time. While quantitative data is not, in and of itself, entirely conclusive of a successful DEI journey, it is one piece of information that can be tracked over time to see overall trends of representation, attrition and retention.
Surveys can also capture employees’ feelings and opinions around the inclusivity of the organization, and the equitable access to career opportunities, to equitable pay and other perceived benefits as employees.