More Diversity, Better Performance.
More is Better.
Diversity + Equity + Inclusion + Leadership
An effective Diversity, Equity, and Inclusion (DEI) program can help an organization connect with communities, capture multicultural markets, attract top talent, and drive innovation. Recognition of these factors has organizations embracing DEI as a key business strategy at an increasing rate.
Additionally, regulatory agencies or state and local governments often appreciate an organization with a hearty DEI program. Establishing effective DEI practices begins with an assessment of existing programs and followed by the development of a robust DEI strategy. Supportive policies, plans, and communications materials will be developed. An educational plan to train staff and an overall implementation plan of the DEI program are prepared and reviewed. When useful, national experts in DEI disciplines can be engaged to provide advice on issues involving government relations, securities, labor and employment, employee benefits, and investigations.
Our DEI capability supports the largest and most diverse workforce in the Federal Government: The Department of Defense. Knowesis develops, enhances, and implements its DEI strategy. As a mix of attorneys, policy analysts, communications, and data scientists, we offer a perspective that blends DEI policy and program evaluation with a sensitivity to emerging equal employment opportunity, disability, race, ethnicity, gender, and orientation issues – including regulatory compliance and the unique impact on the military mission.
Knowesis partners with the Institute of Diversity Certification (IDC) to provide industry leading education and training. Knowesis leadership has received IDC’s “Diversity Executive” credential and is committed and accountable to the highest possible standards of personal integrity, professional competence, sound judgment, and discretion.
The following are often the components of a thorough DEI program.
Equal Opportunity, Civil Rights, and Disability Policy Compliance and Claims Case Law, Program Evaluation and Operations.
To develop an effective DEI program, the following qualified individuals are recommended: EO and civil rights law and policy, analytics, congressional and media interaction; organizational dynamics; and project management. Additionally, thorough understanding of associated laws, and one-on-one information gathering are important features of a DEI program, critical to not only collecting accurate findings, but working through potentially unlawful actions by department representatives.
DEI Engagement and Training.
Outreach and education can promote awareness, understanding, and adoption. With messages that are clear, concise, accurate and reinforced with compelling graphics, uptake is enhanced. Recommendations for communications material development focuses on tailoring effective, credible, and reliable communication materials and delivery mechanisms targeted to the audience.
Workforce Analytics and Reporting.
A strong foundation for an effective DEI program includes data analysis. Social scientists manage massive human capital, medical, financial and recruiting repositories and find patterns and meaning in the data.
Organizational Culture and Climate | Disability Advocacy | Equal Opportunity Employment | Claims Case Management | Civil Rights Education Ethnic and Linguistic Diversity Education | Outreach and Engagement Diversity Objective Implementation | Policy Research and Development Organizational Assessment and Training |
Program Maturity Evaluations and Self-Assessment
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