Organizational EDI Audits
When a company wishes to further develop a culture of equity, diversity, and inclusion across their organization, they must—with great intention—examine EDI in the workplace in its current state. As all companies are unique, in doing this organizations generate a clearer sense for where resources, time, and efforts should be concentrated. Even companies making significant progress establishing a strong EDI culture must continually assess where and how they might improve. There is still work to do.
Our firm has created a rigorous external review process that outlines how a company is performing in the context of equity, diversity, and inclusion. Entitled EDI-ERA (Equity, Diversity, and Inclusion – External Review and Audit), this process—which is unique to BIPOC Executive Search Inc.—surfaces gaps and blind spots, and provides a list of recommendations for a company’s review and consideration.
The review process takes approximately 3 months to complete. Among other components that make up our independent review, our consultants: review processes, policies, and practices currently in place, evaluating possible shortcomings in the context of EDI; hold one-on-one consultations with individuals throughout the organization to gather qualitative insights; and, from an EDI perspective, conduct a deep review of how a company is perceived in the public domain by their clientele and/or customers.
Cultural Transformation Support
When a company has increased awareness for how it performs in the context of equity, diversity, and inclusion, the steps that are required for how to improve become clearer. Our team is able to assist companies in their effort to implement EDI recommendations and strategies.
Our Cultural Transformation Support process takes approximately 3 months to complete. The work involves partnering with various departmental leaders, and helping them put specific plans in place—unique to their area—for enhancing EDI and ensuring EDI principles are embedded in the ethos and values of their respective departments. All plans are constructed in a manner that allows progress to be measured.
If there is a desire to retain BIPOC Executive Search for Cultural Transformation Support services, please note that we strongly recommend a company undergo our Organizational EDI Audit process as a first step.
Human Resources EDI Support
HR departments are foundational to the success of organizations. As there are so many moving parts in the area of human resources, matters related to EDI can improve dramatically when HR departments have a third-party resource to partner with.
For our Human Resources EDI Support services, we work with companies on a 3-month or 6-month retainer model. Below are a few services provided over the course of the retainer:
- When conducting searches at the entry or middle level management levels, tailored council and advice on how best to attract BIPOC candidates;
- Dedicated resource to HR staff when addressing mental health and wellness matters as they relate to BIPOC employees;
- Dedicated coaching and advice on how HR departments can support BIPOC employees, particularly Black and Indigenous employee groups, as it relates to retention and career progression within the organization;
- Dedicated cultural sensitivity training;
- Ongoing examination of HR policies and practices, and ensuring they evolve with changing times.