We partner with clients to develop effective, evidence-based diversity and inclusion strategies. By identifying the barriers unique to each organization and leveraging our clients’ strengths, we design strategies that produce measurable impact.
Our Assessments involve a mix of quantitative and qualitative research to analyze how an organization Attracts, Selects, Develops, and/or Retains its workforce. Using data science and in-depth evaluation of employee experiences, we offer each of the four Assessments individually or as a comprehensive package, enabling us to pinpoint barriers and determine the most effective strategies.
The first step to developing a strong workforce is attracting a diverse pool of candidates. Creating a culture where everyone has the opportunity to be successful, and communicating that culture to prospective employees, is critical to attracting candidates from a wide range of backgrounds. In our ATTRACT Assessment we analyze applicant data, evaluate language and messaging on the career site and in job descriptions, and assess partnerships and sourcing strategies to uncover opportunities to more effectively attract and engage a diverse candidate pool.
Once candidates have applied for a role, barriers like an unstructured hiring process and unconscious bias can limit their success in the process, or can lead them to be less interested in accepting an offer. Our SELECT Assessment analyzes pass-through rates at each stage of the hiring funnel and evaluates the hiring process end-to-end to assess how decisions are made at each stage. By ensuring a fair, effective hiring process, our clients make better hiring decisions while amplifying the impact of efforts to attract a diverse candidate pool.
Once employees are in the door, it’s important to design fair, effective processes to grow and develop them. Our DEVELOP Assessment evaluates employee development and advancement processes, including onboarding, training and development programs, mentorship and/or sponsorship programs, performance evaluation processes, and promotion processes. We analyze data to identify barriers and use qualitative research to uncover what is driving those barriers.
Designing a culture that empowers all employees to be successful, and where everyone can bring their full identities to work, is essential to engaging and retaining a diverse workforce. Our RETAIN Assessment includes a robust analysis of the organizational climate and how employees from all backgrounds perceive that climate. We analyze benefits, policies, and norms, as well as the multitude of other factors that contribute to fostering inclusive and equitable cultures.
Consulting & Advising
We collaborate with clients to drive successful implementation of diversity and inclusion strategies. Drawing on expertise in change management, communications, and process design, we operate as an extension of our clients’ teams to accelerate strategic execution.
We partner with clients to embed a diversity and inclusion lens into organizational systems and processes. Leveraging expertise in change management and organizational design, we have improved processes for recruiting, onboarding, learning and development, mentoring, performance management, promotions, and compensation.
We collaborate with clients to develop authentic, effective D&I communications strategies. We partner on both internal and external communications: from employee newsletters to public diversity reports, we help our clients share their efforts honestly and thoughtfully.
Employee & Leadership Engagement
We believe in driving accountability from the top while supporting grassroots efforts. We advise CEOs and executives on organizational philosophy and accountability, coach D&I practitioners on successful execution, and support employees in creating and sustaining effective employee resource groups.
Workshops and Trainings
We train employees, managers, and C-level executives on strategies to cultivate more diverse, inclusive organizations. We offer workshops on Unconscious Bias, Growth Mindset, Inclusion & Belonging, and Inclusive Leadership. All of our workshops are action-oriented and grounded in decades of social science research.
Unconscious bias is a significant barrier not only to diversity and inclusion, but to effective decision-making, team collaboration, and management. Beyond just raising awareness about unconscious bias, Paradigm’s unconscious bias training motivates employees to engage in specific, effective behaviors for managing bias. By training participants to recognize and manage unconscious bias, we aim to create more effective leaders, more productive teams, and a more inclusive organizational culture.
A “growth mindset” is the belief that abilities and talents are malleable rather than fixed traits. Research shows that many of the qualities of effective leaders—pushing yourself, taking risks, and staying resilient in the face of setbacks—are more common in people with a growth mindset. A growth mindset also helps companies build more inclusive organizations. Our growth mindset workshops teach participants about the impact of a growth mindset, how to foster a growth mindset in oneself and others, and how to infuse a growth mindset into company culture.
Inclusion & Belonging
A wealth of research supports the value of designing inclusive organizations. When people don’t feel like they belong, they typically do one of two things: either they leave the organization, or they cover up their differences and try to assimilate. As a result, organizations miss out on important perspectives, social networks, and creativity. Our inclusion and belonging workshops share research on the importance of inclusion and belonging and provide strategies employees can use to cultivate a sense of inclusion and belonging in their environment.
Inclusive leadership is effective leadership. It is critical to leading innovative teams where everyone is empowered to do their best work. In this training we equip managers and leaders with the knowledge and skills they need to build inclusive, high-performing teams. The training is organized around the four pillars of Paradigm's Inclusive Leadership Framework: Belonging, Voice, Fairness, and Growth. Each has a significant impact on employees' experiences of inclusion, and can be influenced by managers and leaders.