Inclusion, Diversity & Equity Services
Leaders shape cultures and cultures shape individual experience. A more diverse, equitable and inclusive world of work is only possible when leadership and culture are aligned and activated to unlock value – for individuals, organizations and society at large.
Creating a culture of Diversity, Equity & Inclusion with a leading investment bank
Our identities, backgrounds and lived experiences shape how we think, relate, work and lead. Organizations that focus on inclusion, diversity and equity (ID&E) can unlock many benefits for individuals, organizations and society at large. ID&E starts with the ‘tone at the top’, but it requires the ‘mood in the middle’ and ‘buzz at the bottom’ to be aligned too.
We work with leadership teams to activate ID&E across organizations, making it part of your organizational culture, systems, and DNA.
The cases for ID&E are compelling...
The business case: ID&E benefits organizations as it drives better business performance (financial results, talent engagement, market reputation and sustainability).
The personal case: ID&E enables better individual work and well-being outcomes by providing support and buffering against the impact of bias and discrimination.
The social justice case: ID&E helps narrow societal gaps as organizations create opportunities for fairness, repair historical and ongoing harm against marginalized groups, and build better systems.
We partner with you to:
Understand the current state
Envision the future
Uncover the gaps
Design and implement interventions
Evaluate and extend the impact
How do you link ID&E to your business strategy?
• ID&E strategy and visioning
• Framing and activating ID&E
• Diagnosing organizational readiness
• Ambition and goal setting
How do you create inclusive leadership and a culture of equity?
• ID&E advisory and coaching
• Conscious inclusion & inclusive leadership workshops
• Inclusive and/or equitable leadership experience
• Equitable leadership workshops and coaching
• Global anti-racism/anti-bias workshops
How do you embed ID&E across your talent strategy?
• Targeted development and advancement programs for marginalized groups
• Inclusive leadership coaching
• Talent systems analytics and bias audits
• CEO succession with ID&E considerations
• Board effectiveness with ID&E considerations
How do you measure ID&E?
• Inclusive leadership (at an individual level)
• Inclusive culture (at the organizational level)
• Pulse checks to monitor ongoing progress
• Program evaluation
What our clients say...
“The team at YSC has helped facilitate more candid and transparent conversations within our organization about an individual’s future potential and development. This partnership is instrumental as Nestlé Waters continues its efforts to reduce unconscious bias and increase diversity in talent management.”Head of Human Resources, Nestlé Waters
“YSC has worked as an extension of our own team to ensure our D&I program was a thumping success. The research base, passion and benchmarks that YSC brought to this issue made them a credible partner. In addition, the flexibility they showed in working with us in an emergent manner, staying alive to feedback we were receiving through the process, and pushing themselves and us to be cutting edge in what we were doing for our talent, made this initiative a huge success for the bank.”LTROD Head, Global Bank
in the news
Expanding Inclusion with sensitivity, flexibility and humility
Being inclusive is hard, and creating and sustaining an inclusive organization is even harder. But it doesn’t have to be as difficult as we make it.
Lead the way: Making Inclusion, Diversity & Equity central to CEO Succession Planning
Don’t rely on past methods to appoint future CEOs.
Podcast: Exploring equity
Find out why focusing on diversity and inclusion is not enough.
Podcast: Creating inclusive cultures
Our Global Head of DEI, Aarti Shyamsunder, shares with ESG Decoded listeners why curiosity, courage and connection are key to DEI efforts.
Embedding DEI into daily leadership actions through curiosity, courage and connection
This article explores how leaders can be consciously inclusive in their daily work.
Your Chief Diversity Officer might soon be planning their exit – and it’ll be a costly loss
The tenure of chief diversity officers hovers around three years. Experts say high turnover could have unanticipated consequences for employers.
How to talk about religion at work
Religion is a conversation that is not just overlooked but often avoided in the workplace. Ignoring the problem only makes things more awkward.
Don’t just throw money at DEI: Accelerate your progress
Enable meaningful change by focusing on these four areas.
Measuring DEI progress from all angles: Moving beyond metrics
Why organizations shouldn’t hesitate to triangulate their data.
How leaders can signal inclusivity through their actions
Here are three steps leaders can take to create a more equitable and inclusive workplace for all.
Power to fly diversity reboot summit
Whilst you probably can’t make difficult decisions any easier, you can get better at making them.
Mind your "Ps" and "Qs" for equity
To run organizations in more equitable ways, consider these five points (Ps) and the related questions (Qs).