performance

Diversity and Inclusion

Philosophy and Evolutionary Diversity Approach

HigherEd Talent’s diversity philosophy is based upon the importance of linking a cohesive talent management philosophy to the attainment of an inclusive workplace. An inclusive, high-performing workplace results ultimately in organizational success and heightened financial performance. By drawing upon the creativity and innovation of diverse talent, organizations gain competitive advantage and maximize organizational capability.

What sets HigherEd Talent apart from other diversity consultants?

10 Key Factors

  1. As our firm’s name indicates, our expertise is in higher education and our services are tailored to the specific needs of college and university environments.
  2. Our dynamic diversity consultants are recognized nationally for their work in higher education. Their extensive expertise enables them to share with you leading-edge, successful practices available in the field.
  3. We will help you build a comprehensive diversity talent strategy based upon your university or college’s mission and goals. Our approach is both multi-faceted and context-specific.
  4. HigherEd Talent provides search assistance which reflects the nuances and culture of the academic institution in recruiting for key executive, management, faculty and professional positions. We work with your search committees and with your processes to bring the best talent to you.
  5. Our services are designed to work in a collaborative environment and are sensitive to the needs of different populations and sub-cultures in the academic institution.
  6. We provide a wide range of organizational development tools including diversity awareness and cross-cultural communication training, legal compliance training, conflict resolution training, and diversity management focus groups and seminars for supervisors and managers.
  7. HigherEd Talent has extensive experience in the development of assessment measures including surveys and culture audits. Using gap analysis tools, we will diagnose areas in which your institution could enhance diversity.
  8. Given our understanding of the needs of higher education, we can provide you with a diversity communications plan as well as the concrete tools to accomplish the plan. These tools include visually appealing newsletters, posters, publications, and be-based communications.
  9. HigherEd Talent’s knowledge and expertise in state-of-the-art technological tools will assist you in capitalizing upon the advantages of technology to support the institution’s talent strategy.
  10. Our diversity services reflect the depth of our expertise in all human resource areas including compensation, employment, and benefits.

HigherEd Talent’s diversity consulting services include:

  • Affirmative Action Plan Development
  • Institutional Diversity Assessment
  • Diversity Strategic Planning/Assessment
  • Culture Audits and Surveys
  • Focus Group Leadership
  • Diversity Management Seminars
  • Diversity Communications and Publications
  • Sexual Harassment Training
  • Legal Compliance Training
  • Employment/AA Systems Design
  • Policy Development

HigherEd Talent’s diversity consulting services include:

Where is your organization today on the continuum from efforts to attain structural representation to genuinely inclusive practices that model reciprocal empowerment?

On a scale of 1-6, our inclusion and reciprocal empowerment continuum reveals how organizations can move progressively through stages of diversity and inclusion toward the ultimate goal of reciprocal empowerment. Our consulting firm offers specific components, techniques, tools, training, and services for each phase.

 Six Phases on the journey to inclusion

Phase 1

Visioning the future and desired state of diversity. Conducting a diversity audit and assessment to identify gaps and needed areas for improvement. Creating diversity champions and leadership at all levels.

Phase 2

Evaluating and addressing legal compliance and structural representation issues.

Phase 3

Building a diversity strategic plan with accountability, resources, measurement, and action-oriented goals.

Phase 4

Creating a strategic architecture for diversity and inclusion in organizational structure, policies, programs and practices. Building diversity cultural competencies into organizational practices and requirements.

Phase 5

Transforming organizational culture and climate for diversity and inclusion. Fostering systemic organizational learning for diversity.

Phase 6

Communication and attainment of systemic programs, processes, and dynamics that reflect reciprocal empowerment as reflected in decision-making processes, collaboration, and distributive justice.

Through our extensive research, publications, seminars, and nationally-recognized expertise in diversity organizational learning.

We offer a full range of empirically-based diversity and inclusion tools and services tailored to your specific environment that will assist your organization in the inclusion journey.

Our comprehensive portfolio allows you to pre-select the desired techniques for each phase of the reciprocal empowerment continuum.