Culture, Diversity & Inclusion

Embracing diversity and inclusion is a strategic imperative

An organization’s approach to diversity and inclusion is either a strategic advantage or a looming risk and liability.

Office diversity is no longer just a response to the exclusionary policies and practices. Today, it is creating an inclusive environment as a core employee value proposition. At CCI Consulting, we believe that our organizational culture assessments are a critical element for any inclusivity initiatives.


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  • Companies with diverse executive teams are 35% more likely to see better than average profits. (2017, McKinsey & Co., Delivering Through Diversity Report);
  • Nearly half of post-Millennials are racial or ethnic minorities and by 2055 Asians are projected to become the largest immigrant group, surpassing Hispanics (Pew);
  • 61% of respondents over the age of 45 reported seeing or experiencing age-based discrimination in the workplace (AARP’s 2018 Multicultural Work and Jobs Study)

The Business Case for Creating a Culture that Values Inclusion

Accepting and encouraging office diversity reduces discrimination, averts workplace harassment, and minimizes the risk of lawsuits. More importantly, a workplace culture that values diversity and inclusion helps attract and retain high quality people from a variety of backgrounds. CCI’s organizational culture assessments can be used as a power tool to help unify and connect employees while encompassing your company’s core values and mission.

Research shows decision making is improved when there is a diversity of perspectives present in the workplace. Better decision making leads to better organizational outcomes.

In addition, morale increases when everyone feels that he or she is welcome and appreciated, regardless of background. Improved morale leads to improved productivity and performance.

Building an Inclusive, High-performing Culture

Culture is always in the process of formation and change. Building a feeling of identity among those people committed to the organization transcends race, ethnicity, gender, religion, etc. CCI Consulting helps clients create this type of culture through inclusivity training.

We believe the key to a successful diversity and inclusion program is that it not only is aligned to the vision and core values of the organization, but that it also addresses very specific and real behaviors being experienced in the organization. CCI holds expertise in this area and our general approach to this topic is to make sure we are aware of the culture at its most observable level, the lived values, and the underlying assumptions surrounding how relationships work within the current social environment.

CCI Consulting recognizes that building a workplace sensitive to the diversity of background, thought, and contribution is not a one-time event. Instead, it is a process that people go through to change their mindsets and the behaviors they exhibit towards one another. We have worked with many clients around this topic and through our inclusivity training, have helped them achieve great success in creating and sustaining awareness and taking the actions necessary to engage the whole of their diverse workforce.

Case Studies

Challenge

A leading crane manufacturer experienced significant growth over the years and realized the need to conduct formal anti-harassment trainings at all of their sites across two states. Without ever having a formal HR department, the client was faced with various management approaches to any reports of harassment. Employees and managers were not receiving proper anti-harassment training on an annual basis and were lacking the proper knowledge to handle and report incidents.

Solution

HR Consultants partnered with the client to deliver on-site anti-harassment trainings at all client sites. The training sessions were interactive and provided the opportunity for dialogue and Q&A. Employees who were unable to attend an on-site training session received a digital presentation. Attendees were required to sign an acknowledgement of having received and fully understand the polices and information presented. All acknowledgement forms were placed into employee files.

Results

Potential harassment claims, which can go into the millions of dollars, were reduced. The organization transitioned into a more respectful workplace and implemented a formal complaint process. Employees were comfortable and able to come forward with more harassment issues with confidence in management to handle the situation effectively. Employees and managers became aware of proper record keeping and the process to follow when handling such incidents.

Challenge

The company had 300 employees in 20 states, many of whom worked remotely. All employees were classified as exempt, even though there were various duties and job levels within the company. Based on the 2016 regulations there was a risk that as many as 175 employees would be impacted by this.

Solution

An assessment of the current FLSA classifications of a privately-held company was conducted. CCI obtained job descriptions, organizational charts, annual salaries, and additional relevant data. Managers and department heads were interviewed to ascertain primary duties and responsibilities. Job descriptions alone are not sufficient to determine if the duties test is met.

Results

The potential for fines of over $1 million in back wages and damages was reduced. About 100 employees were classified incorrectly and had to change to non-exempt. Nearly 50 correctly classified exempt employees required a salary adjustment to meet the new salary threshold. The company acknowledged the need for change management and management training. CCI developed new policies, procedures, management training and communication for the impacted employees.

Challenge

An industry-leading crane manufacturer experienced significant growth over three generations and sought a professional HR partner to ensure legal compliance of their employment practices. The organization wanted to determine what measures to take to better manage HR procedures, and ensure current practices were legal and fairly and consistently implemented across the company. To assess their current state of HR, an on-site HR audit was required by the manufacturer in multiple sites and states.

Solution

CCI employs a three-phased approach to the HR audit process – document review and staff interviews, identifying gaps, and prioritizing corrective action. Prior to coming on site, CCI reviewed a collection of HR documents. HR consultants spent one day at every location reviewing documentation and current processes. Through interviews conducted with key staff members, document reviews, and on-site visits, HR consultants were able to define the client’s current state, identify HR and legal requirements for compliance, and deliver future state recommendations in order of priority.

Results

While the organization had been making strides to ensure legal compliance, there was opportunity for improvement in many areas including the pre-employment and application process, personnel files, hiring and onboarding practices, and job descriptions. At the conclusion of the audit, a full audit report was delivered and reviewed with Senior Management. CCI was hired for on-site HR support two-days a week to improve the HR practices highlighted in the audit and to partner with Senior Management and staff on day-to-day HR needs.

Drive success with a more inclusive and impactful culture

Organizational culture assessments give our clients an ambitious edge over others. Creating a more inclusive organization not only makes for a healthy company culture, it can also enhance and raise awareness to better understand cultural dynamics that can sometimes affect the workplace. Contact us to discuss the variety of ways CCI Consulting can help enhance the workplace culture of your organization and optimize your talent management strategy by embracing diversity and inclusion.

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