HR’s role in leading the way for culture change, challenging organizational norms, and leading the way in the DEI journey cannot be understated. Building a culture of inclusion, that leverages diversity and focuses on equity has the potential to strengthen the organization’s ability to attract and retain talent. It also helps realize the benefits of a diverse workforce by fostering a sense of belonging. Culture change does not happen overnight - there is no better time than now to make DEI a strategic priority across your organization.

The Organizational DEI Journey

McLean & Company supports organizations throughout the DEI journey.

We believe that embedding DEI into your organization must be intentional, and ever evolving throughout the journey, so we equip your organization with practical resources and tools for DEI implementation by laying a foundation that supports a sustainable approach to DEI.

As an HR research firm, we are dedicated to making positive and impactful change in the world through our products and services. We are committed to applying an inclusive and antiracist lens in the work we do by standing against racial injustices and holding ourselves accountable for unlearning and challenging systemic racism.

– Jennifer Rozon, President of McLean & Company, and David Godfrey, CEO

1

Strategize

1

Strategize

The organization must understand the current state of DEI at the organization and determine what they want to achieve in their DEI journey. The organization needs to create a DEI strategy or improve their existing DEI strategy.

2

Plan for Culture Change

2

Plan for Culture Change

The organization must make changes toward an inclusive culture. This includes ensuring leaders are on board and modeling inclusive leadership behaviors.

3

Implement

3

Implement

The organization has a DEI strategy and needs support in building an action plan to implement the DEI strategy or identified initiatives.

4

Sustain

4

Sustain

The organization has built a strategy and must determine how to sustain the strategy. This may include developing and implementing the right DEI governance structure, providing DEI learning opportunities, or using metrics and diagnostics to monitor the DEI journey.

Strategize

Diversity, equity, and inclusion (DEI) is complex and heavily nuanced. This means that every DEI strategy must be based on specific DEI challenges the organization faces.

Use McLean & Company’s blueprints, tools, and diagnostics to build a sustainable strategy by focusing on real people’s experiences to uncover and address systemic inequities.

Create a People-First Diversity, Equity, and Inclusion Strategy

Conduct a current state assessment
Determine the purpose of DEI
Determine the governance model and select DEI initiatives
Plan to launch the DEI strategy

Create a People-First Diversity, Equity, and Inclusion Strategy

Plan for Culture Change

Diversity on its own will not create inclusion. Use McLean & Company’s research and tools to realize the benefits of a diverse workforce by embedding inclusion into work practices, behaviors, and values, ensuring accountability throughout the organization.

Equip key players with resources from McLean & Company’s Change Management toolkit to successfully manage organizational change.

Embed Inclusion Into the Organization's Culture

Determine the current state of inclusion
Frame inclusion for the organization
Mobilize inclusion efforts throughout the organization
Equip managers with tools to create an inclusive environment

Embed Inclusion Into the Organization's Culture

Implement

Use McLean & Company’s research and tools to implement DEI initiatives and inclusive HR programs to address DEI challenges across the employee lifecycle.

Nudges: A Paradigm for HR to Influence Employee Behavior

Introduction to Nudges
Ethical Concerns
Nudging Framework
Nudges Applied in HR

Nudges: A Paradigm for HR to Influence Employee Behavior

Sustain

Diversity, equity, and inclusion is an ongoing journey of learning and unlearning. Use McLean & Company’s learning offerings, research, and tools to sustain the organization’s commitment to DEI.

Discover HR trends and new opportunities shaping the DEI landscape to sustain and evolve your DEI strategy

How to Be an Ally

Equip employees with the knowledge and skills they need to be allies to their colleagues.

How to Be an Ally

Education & Awareness

Create a DEI learning road map to empower employees with the resources they need to participate in and drive the organization’s DEI efforts. McLean & Company’s DEI learning offerings include self-paced LMS downloads, customizable training decks based on research, short guides such as our anti-racism guide, and facilitated training programs. Learning offerings are available for general employee, people manager, and HR/DEI audiences.

DEI Foundations for Leaders

Create leaders who innovate, explore, and foster inclusion so your business can achieve its outcomes with this blended learning program.

Learn More

laptop showing overall engagement results

Diagnostics

Assess the current state of DEI and track the impact of DEI initiatives. McLean & Company’s diagnostic offerings and facilitated focus group offerings enable you to focus on real people’s experiences to drive impactful DEI initiatives forward.

Diversity, Equity, and Inclusion Engagement Pulse

Take a thoughtful approach to mobilize inclusion efforts across your organization.

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Advisors & Facilitators

McLean & Company’s Diversity, Equity & Inclusion analysts are available to support your DEI journey through guided implementation calls, workshops, and additional advisory services.