Diversity and inclusion are concepts that are full of promise and progress – but too often they are stuck on the shelf in vision and strategy documents. They are nice words on paper, but the words themselves hardly lead to change. Making a real change requires more – it requires a journey that starts with your own employees. You need a process that:

  • Makes employees understand why diversity and inclusion are crucial for business
  • Anchors the change in the knowledge and perspectives that the employees already have
  • Gives those who are a part of the change a way to turn their insights into simple, doable action on an everyday basis
  • Shows that the company is prioritizing the right things at the central and local levels 

These are the principles that form the foundation of our change process, and the reason we call ourselves We are the StoryDoers

1. Make it important

As a first step, we work together to make a situation analysis of where the company stands today. How aware and committed are your employees and managers when it comes to issues of diversity and inclusion? Once we know that, we can start working to expand everyone’s knowledge base, working in three steps.  

  • We create understanding for why diversity and inclusion are business-critical issues for companies who want to be relevant on their markets. 
  • We broaden the definition of diversity from being about gender, age and birthplace to embracing a variety of different perspectives, experiences and preferences that make a difference for your operations and give you a positive result on the bottom line. 
  • We improve knowledge both about how our own brains work when faced with new situations, as well as how existing processes and routines play into making suboptimal decisions about people and cause us to exclude valuable perspectives and experiences – ultimately resulting in worse business decisions. 

2. Make it ready

Now it’s time to work together to illuminate your existing processes and routines, both at the local and central levels. Where do your processes already contribute to a diversified team and inclusive culture – and where do you have the most to win by thinking differently? 

3. Make it happen

It is now, in the third step of the process, that your journey begins for real. 

  • Together we develop new processes, routines and solutions that prevent you from consciously or unconsciously rejecting a diversified team or an inclusive culture. 
  • We calculate the costs and the expected qualitative and quantitative outcome of implementing these new ways of working in your daily operations. 
  • We select the best ideas, activities and solutions – those that contribute most to creating a diversified team and an inclusive culture, and which are also viable in the short term using relatively little resources. 

4. Make it stick

Real change takes long term effort. With greater knowledge and insight, and with the backing of concrete solutions, we now let those solutions become a part of your corporate identity. We start by finding out how much the employees and managers in the organization have actually done; How much their understanding of diversity and inclusion has increased, both as concepts and as a strategy connected to the business. Then we: 

  • Test all the new processes, routines and approaches, evaluate the results, and optimize methods for the local operations. 
  • We create incentives and reminders that guarantee that the changes are actually being made – throughout the entire company every day. 
  • We gather good examples from the business and establish relevant key figures that allow those of you at a central level to measure and know that you are doing the right things in the right places from a sustainable business perspective. 

And our commitment doesn’t end there. We follow up after 6-12 months to check how many of the ideas have been implemented in each unit and how many employees have been reached by the new routines and processes. We continue to analyze how and to what degree the issues have been given space in business plans and central strategies. That is how we accomplish change. Then we equip you together for a future where diversity and inclusion are not about being nice – but about market share, profitability and survival.