Inclusion, Diversity, and Equity Aligned Leadership.
The IDEAL 360™ survey provides formal and informal leaders (team members, individual contributors, etc.) with the awareness and tools to develop inclusion, diversity, and equity skills.
Decades of research confirm that inclusive, diverse organizations that foster equity for all employees produce higher profits, a more engaged workforce, and greater innovation than less diverse organizations. Each of these terms has a specific meaning:
Inclusion – Establishing a culture where every team member feels seen, heard, respected, and valued, creating a sense of belonging, motivating them to contribute to the team’s success.
Diversity – Unique differences and perspectives that enhance the team’s ability to achieve common goals and adapt to market demands. These differences may reflect culture, ethnicity, race, sex, gender identity, age, religion, ability, and many other factors. Each unique difference expands an organization’s ability to perform.
Equity – Providing equal opportunity for all team members to contribute, receive recognition, and move forward within the organization.
The IDEAL 360™ asks the participant to rate their skills in these areas. It also asks the participant’s manager, direct reports or team members, peers, and others to rate the participants’ proficiency on the same skills.
Skills are categorized in three ways (Learn, Live, Lead™).
Learn: Developing the awareness and knowledge to recognize your and other’s biases and the subtle relationship mechanisms that can negatively impact others as bias becomes prejudice.
Live: The day-to-day behaviors that, through positive actions, decisions, and relationships, replace bias with respect and equity.
Lead: The mindful actions you can take to influence your organization and those around you to address and adjust their own biases in favor of inclusion, diversity, and equity.
The IDEAL 360™ also asks each respondent to rate their personal experience with inclusion, diversity, and equity as a team member and the team as a whole. The feedback results identify the participant’s strengths and development needs to guide the participant’s improvement plan.
The alignment questions provide the opportunity to compare the participant’s results with their team members’ personal experiences. Areas, where there are large gaps, may indicate strong bias (conscious or unconscious) that needs to be identified and addressed. The report provides a simple method for surfacing those biases and identifying skills to improve.
As your work environment becomes more inclusive, diverse, and equitable, resulting in a sense of belonging for all employees, you will enjoy improved business outcomes, a more productive work environment, and more fulfilling relationships.
Methods to achieve inclusion, diversity, and equity can be politically charged and elicit strong emotions. The one element all sides have in common is agreement that achieving inclusion, diversity, and equity starts with individual awareness and development.