Woods Kovalova Group

Learn how to embed diversity, equity, and inclusion in the workplace with actionable strategies to move beyond tokenism and drive lasting organizational change.

Explore how geography impacts racial equity for Black residents in the US & Canada, with insights on economic mobility, education, health, & housing.

The modern marketer understands the value of diversity and inclusion. As the consumer base they serve becomes more diverse, companies are paying more attention to the inclusive tone of their communications. Now more than ever, firms' advertisements and other branding content showcase various people and perspectives.

Organizations can't simply erect a wall against leadership apathy, employee disengagement, intensifying competition, untethered customers, and political instability. The current crisis which some businesses will get through, with the help of adaptive employees, leaders, and customers, merely sets the time for a sustained or yet perpetual crisis of unfamiliar and formidable challenges.

In this post, you will learn how a shared sense of purpose can create a culture of belonging towards a cohesive organization of inclusion. In an age that has become renowned for rewarding profit-making over all else, workers are justifiably skeptical when their leaders speak about values. The more mission statements circulate, the more suspicious they turn out to be. However, because a vigorous environment necessitates individuals to behave autonomously, often without explicit instructions or rules, a profound sense of shared purpose and values is more important than ever

All managers should proactively ask employees to discuss how they feel race has influenced their experience within the company, rather than wait for a crisis to arise before confronting these issues. Proactive discussions let managers direct the dialogue in constructive approaches and avoid future conflicts from soaring out of control.

Some pertinent questions to ask employees may include: