Breakthrough D&I Innovation Lab
My craft. Your creation.
How many times have you heard that D&I progress is stagnant, D&I change takes a long time, D&I relevance to your business is unclear, or D&I efforts are stuck and not moving the needle? If you want different outcomes, you need a different approach. That requires innovation to create greater value with D&I.
Rebekah Steele’s customized, highly interactive innovation labs are a balanced blend of learning experience and practical working session
Each lab is thoughtfully designed to help your organization replace barriers with enablers that can elevate D&I to help your leaders, talent, and business grow. Emphasizing why D&I is critical to leadership and the business, the labs enable participants to let go of limiting beliefs and traditional ways of thinking about D&I and work toward a more progressive, global, and business-relevant framing of D&I. This lab is effective for a wide array of groups varying in size and function, including executive leadership teams, D&I specialist teams, business and cross-functional leaders, Employee Resource Groups, D&I councils, and more. A series of labs across your organization can engage and impact a wider cross-section of change agents who progressively build upon outcomes in consecutive labs.
Through these labs, participants have an opportunity to increase their capacity to make the most of how innovation and inclusion help each other and to make real shifts in organizational readiness for change, replacing frustration and distraction with renewed optimism, commitment, courage, and energy. The labs engage leaders and change agents to address underlying barriers constraining the value of D&I and powerfully enable their capacity for meaningful, sustainable, innovative impact. These experiences can unleash potential for organizations and leaders to make the most of a broad mix of talent, customers, investors, and other stakeholders to turn progressive D&I strategies into business success stories.
Insights Shared by Recent Participants
Business Impact: I thought D&I was about compliance and representation. Now I understand we need to also move beyond numbers to focus on inclusion and D&I’s impact on business performance. With all the evidence about the business value of D&I, it's irresponsible to shareholders not to.
Next Practices: I came into this thinking that we needed to know and implement current best practices. We need to move from best practices to innovative “next practices” for meaningful results. That includes letting go of what is not working today and creating and executing new ways of working.
Broad Inclusion: D&I is not about "them". It is about all of us. We need to include a broad mix of diversity and cross-pollinate different thinkers to help the business grow.
Cohesive Integration: We need to blend D&I into the way work gets done every day and for every function (not just HR) instead of producing a bunch of segregated programs.
Widespread Transformation: You lose a lot when you try to fit square pegs into round holes. We need to redesign a whole system that works for everyone instead of trying to change outliers to fit in to our current environment.