Genuine Diversity & Inclusion (D&I) sustainability depends on both individuals and systems. For an organization to achieve D&I maturity, individuals need to develop self- awareness and build their cross-cultural skills, and on a systems level, D&I needs to be fully integrated into all aspects of the organization from strategic planning to formal policies to informal procedures.

Inclusive Organization Framework©

Developed by IBIS, the Inclusive Organization Framework©, is a cutting-edge tool used to determine the D&I maturity level of our clients’ organizations. We review and analyze an organization’s systems, policies, and practices to determine what is working well, what needs to be changed, and what must be added for them to realize their desired level of D&I success.

The Framework, which is systemic, is organized into three traditional categories:

The Workforce
The 6 workforce systems, represented by the intersecting white arrows, represent the interconnected scaffolding that is critical to building and sustaining a diverse and inclusive organization: Recruitment & Hiring; Career Development; Mentoring; Performance Feedback; Training; and Succession Planning.

The Workplace
The organization’s internal environment is depicted by the wedges, which represent key elements that shape and reflect the organization’s culture: Leadership Accountability; Strategic Plans; Governance Structure; Organizational Climate; Measurements; and Employee Engagement.

The Marketplace
The interface between the organization and its external context is shown by the outermost ring: Brand & Corporate Image; Consumers, Clients & Markets; Community Relations; and Supplier Diversity.

Different levels of D&I maturity are represented through the concentric circles, with Level 1 –the most basic level – at the center. Radiating outward, each level expands and builds on the smaller circle(s) it encompasses.

Level 1: Awareness – the focus is on regulatory compliance, with minimal interest or investment in D&I
Level 2: Integration – the focus is on individual awareness and behavioral changes to foster inclusion
Level 3: Sustainability – the focus is on transforming systems and processes to increase and support D&I
Level 4: Leading – the focus is holistic, with D&I interwoven with strategic plans and business goals, and visible in all aspects of the organization

As IBIS reviews an organization’s existing systems, policies and practices with a particular focus on governance structures, developing Business Resource Groups and Diversity Councils is an additional service we provide.

"Harvard had a three year contract with Ibis Consulting Group to assist us with organizational development and training. They always provided wise counsel, skilled facilitation, and a deep undersanding both of diversity and of the complexities of creating change in a university setting. I recommend them highly."

Joanne Doherty, former Director, Center for Training and Development Harvard University, now at Children’s Hospital