Substantial

DEI

Challenge

Advance the DEI goals of increasing the racial, ethnicity and gender diversity of the team, as well as meeting the signed obligations of the Act On Pledge including:

  1. Creating safe spaces to have difficult conversations;
  2. Unconscious bias education;
  3. Peer to peer learning;
  4. Creating and sharing strategic DEI plan with the Board of Directors. 

Actions

Action Learning Project #1: Substantial Dominant Culture Survey (launching in January)

  • Learning question: How might we ensure Substantial’s culture is inclusive and not driven only by the dominant group?
  • 100 day actions: Finalize survey, administer in January, share learnings at first all staff training, workshop antidotes (e.g. in DEI Working Group and at second all staff training)
  • Build Working Group capacity to establish new action learning project around antidote ideas

 Action Learning Project #2: Client Facing DEI Initiative Best Practices (in-development)

  • Learning questions: How might we connect Substantial’s DEI efforts to client engagements?
  • Idea: Host a roundtable with industry partners/leaders for a lively discussion on the topic, with actionable takeaways led by Substantial (highlighting best practice solutions)

C. All-staff Training

Two-hour mandatory staff training sessions (dates TBD). Develop and circulate a learning agenda for ongoing learning in-between training sessions.

 Pre-session Learning Agenda

  • Summary DEI Assessment Report and Dominant Culture Survey Report
  • The National Association of Corporate Directors (NACD) Future Fluency Podcast Episodes 8-10 on bias
  • Identity and intersectionality (target and agent rank) (Diversity Wheel, Agent/Target Rank)

 Session 1 content includes:

  • Overview of DEI initiative
  • DEI Vocabulary and Bias
  • Review key takeaways from DEI Assessment and Dominant Culture Survey

 Session 2 content includes:

  • Identity: Target and Agent Rank Skills Build (intersectionality)
  • Dominant culture antidotes

D. People Manager + Leadership Team Training

Two 90-minute People Manager + Leadership Team training sessions led by Moving Beyond. The focus of these sessions is to build on the all-staff training efforts and provide those leading in the organization with additional skills to support living into the organization’s DEI goals.

E. Strategic DEI Plan

Building on the Q1-Q2 DEI Workplan, develop a Strategic DEI Plan with KPI’s (with opportunities for leadership input and buy-in), culminating in sharing it with the Substantial Board of Directors.

F. Follow-up Staff DEI Assessment

Conduct a follow-up survey to assess changes and identify indicators of success and areas of needed improvement for the DEI Initiative. Share results with DEI Working Group + People Managers.

Outcomes

TBD. 

Contact

Eleni Adams: eleni@substantial.com

Donte Parks: [email protected]

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