Frequently Asked Questions

Inclusive leadership is the ability of a leader to recognize the diversity of a team, allow equitable participation, and adapt to ensure each team member is valued, respected, and championed. This includes the ability for a leader to be aware of blind spots and be able to navigate those effectively.

DEI is more than just a social responsibility. Research shows that DEI integrated into your organizational culture improves employee productivity, fosters creativity and innovation, reduces employee turnover and yes, increases profits while growing the organization’s brand!

This is a question that we do get pretty often. Unfortunately, if leadership does not consider DEI to be a priority, then resources will not be properly committed to the process. We suggest helping your leadership team understand the business case for DEI. This is a great way to start the conversations.

We highly recommend that you and/or your leadership team meet with us to discuss your goals. We will only work with organizations whose leaders are involved in in the DEI project. Without their collaboration, it will be difficult to drive change initiatives. Simply fill out this form https://www.ccdynamics.org/contact and we will reach out.

Great question. There are several tools you can use or create to measure the impact DEI has on your organizational culture. From using scorecards to feedback surveys to the # of historically marginalized people groups in leadership positions to the number of incidents reports, you can customize ways to measure impact.

Read our blogs to learn more about DEI topics: https://www.ccdynamics.org/blog

Have more questions? Email us at: info@ccdynamics.org