FAQ

What are common DEIB challenges when an organization has a culture of resistance ?

  • The organization isn’t ready for change, they want to stay status quo. 
  • There is no leadership buy-in and DEIB is not a strategic priority.  
  • Leadership is unwilling to look at processes (e.g. recruiting, interviewing, hiring, advancement) through a DEIB Lens. 
  • There is a low tolerance for differences (e.g. LGBTQ+, minorities, veterans, disability, religious). 
  • Leadership hasn’t designated a role or a council to have the authority to move DEIB initiatives forward. 
  • Marginalized voices aren’t included in the conversation which leads to mistrust.  
  • Leadership has unrealistic expectations about the amount of time, money, resources and effort required to make an impact with DEIB efforts to shift a culture. 

 

Why do most DEIB Initiatives fail?

  • Lack of Transparency and Trust 
  • Lack of Support (time, resources, budget and ensuring DEIB is a strategic priority) 
  • Lack of Action (executing performative DEIB only) 
  • Lack of Inclusiveness (focusing on marginalized communities only versus fairness for all including white men) 

What are some common myths about DEIB?

  • Diversity is a problem as opposed to an opportunity.  
  • White men aren’t included in diversity. 
  • Diversity only favors minorities and women. 
  • The primary means of achieving inclusion are quotas. 
  • Human Resources is in charge of the equity plan.
  • There are not enough qualified diverse candidates. 
  • DEIB training solves everything.  
  • DEIB is about lowering standards. 
  • Equity is the same as equality 
  • DEIB is a one-time initiative. 
  • Discrimination is only about gender, race, and age. 

What are your typical engagements?

Most of our consulting engagements are three years with one year renewals. We do engage in 6-month to one year contracts to perform a DEIB assessment, audit and develop a comprehensive strategy. However, to experience real DEIB change and a culture shift to diversity, equity, inclusivity and belonging typically requires 3-5 years to see a major impact.  

 

  • Year 1 – DEIB Assessments (Qualitative and Qualitative) and DEI Strategy Development 
  • Year 2 and ongoing – DEIB Capacity Building (Organization-Wide DEIB Training and Leadership Coaching) 
  • Year 3 – Processes and systems overhaul utilizing a DEIB Lens 

Why does iSuccess focus on beliefs and mindset in your DEIB work?

We incorporate mindset and personal development in all of our DEIB work. We understand that behavior change first starts at an individual level and then transcends into the workplace.  

How is iSuccess different from other DEIB Consulting firms?

  • We focus on both pragmatic (strategic outcomes) and people (equity for all). 
  • We tackle difficult issues head-on (e.g. systematic inequity, white fragility, implicit bias) in a non-threatening, empathetic, nonjudgmental and inclusive way. 
  • Our super power is creating “brave spaces” to have uncomfortable and unpopular conversations to move the DEIB needle.

How does iSuccess win over leaders that haven’t bought into DEIB?

  • 97% of leaders and employees will willingly support DEIB once they are educated about the process and have a space to address their fears around losing power and being excluded.  
  • We focus on personal commitment to DEIB and ask the question what would you need to happen in order to support DEIB?
  • We have fun in everything that we do. Our consulting invigorates leaders and employees to buy in and engage in DEIB work early in the process.  

Does iSuccess utilize traditional DEIB strategies to achieve DEIB Success?

  • We are bold, innovate, strategic, and trendsetters. We don’t implement traditional approaches to DEIB because we don’t want traditional results.  
  • We provide out-of-the box experiential experiences to create emotional connections with DEIB for leaders to ensure the proper support and buy-in from all levels of leadership. This ensures that all DEIB initiatives are properly supported and funded. 

What would you recommend to organizations just starting the DEIB Journey.

  • Assess the real reason you are doing DEIB work. Is it a check-the box initiative or do you really want to create substantial change?  
  • Evaluate the readiness of your organization to change.  
  • Hire a senior DEIB-leader and/or a DEIB Consultant for accountability.  
  • Listen to hear leaders, employees, and stakeholders feedback about how you’ve broken trust around DEIB.  
  • Create a strategy that is focused on DEIB outcomes.  

 

What is the process for retaining iSuccess?

Initially, we will schedule a complimentary consultation to understand the current state and desired outcomes of our organization. Then, we will determine if we are a good fit for your organization. iSuccess does not engage in consulting projects that are “performative” in nature. This means your organization wants to “talk the talk”, but not “walk the walk”.   

We work with clients that have a sincere commitment to implement DEIB and ensure fairness for all. Additionally, we ensure that our clients have made DEIB a strategic priority and have allocated the time, money, and resources required to achieve DEIB success.  

Please click here to schedule your complimentary consultation.  

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