Beyond the Ballot: The Power of Everyday Voting to Create an Inclusive Workplace

Photo by Alexander Suhorucov

The act of voting in America is often associated with a single day in November when citizens cast their ballots to influence the direction of our country. But our influence extends far beyond the confines of a voting booth. Every day, with each decision we make, we're casting a silent but powerful vote that shapes the world around us. As we gear up for a crucial presidential election year, it's clear: our future isn't solely determined by the ballot we'll cast in November. It's crafted by the sum of our daily choices—a mosaic of decisions that ripple through our homes, workplaces, and communities. In a time when many are feeling anxious about the upcoming election, struggling to secure voting rights, and fighting for equitable participation in all aspects of life, recognizing the impact of our daily votes becomes even more crucial.

This recognition of our individual and collective ability to change the world around us can provide us with hope and the drive to continuously work towards creating a more equitable future—not only on Election Day, but every day.

What is Everyday Voting?

Everyday voting is not confined to official ballots but instead extends to the choices we make in the various roles we hold, whether at home, at work, or in our communities. Americans make tens of thousands of decisions daily. At work, these choices manifest in various forms, shaping the culture and direction of the organization. Whether through formal leadership roles or informal channels, individuals leverage their influence to vote on critical issues.

The way we communicate and collaborate can influence the workplace environment significantly. Every email, meeting, and conversation serves as a vote for a particular communication style and teamwork approach. How we respond to microaggressions, for example, represents a tangible example of everyday voting, with the potential to significantly impact the well-being of our colleagues.

Those in formal leadership positions exercise their voting power through decisions related to workplace systems, strategic planning, and resource allocation. For example, the process for recruiting and selecting new board members, the allocation of budgets for employee-led groups, and determining the kinds of data to collect and analyze are just a few examples of the votes that demonstrate an organization’s fundamental principles and values. Of course, decisions extend beyond internal matters as well, impacting the environment and community stakeholders.

How Everyday Voting Informs Fair Workplaces

The ripple effects of everyday voting are best illustrated by The Butterfly Effect, a concept derived from chaos theory, suggesting that a small change in one part of a system can lead to significant consequences elsewhere. In the workplace, our daily voting or decisions can set off a chain reaction that influences the overall environment—for better or for worse. From the projects we choose to invest resources in, to the way we communicate with colleagues, each action can trigger a cascade of effects that shape the fairness and inclusivity of an organization. 

At its core, workplace equity is not a static state (it is not a “set it and forget it” approach) but instead a dynamic process that requires continuous attention and commitment. For example, a new meta-analysis from Northwestern University shows that racial discrimination in hiring practices continues to exist at nearly the same rate, despite having been outlawed 25 years ago. Decisions made at various levels of an organization hold the potential to either reinforce or challenge systemic inequalities. Out-dated recruitment, hiring, and promotions processes can perpetuate bias and create a lasting impact on barriers to workplace equity—impacting employees of all identities. 

Conversely, mentorship and sponsorship programs act as catalysts for professional growth. The guidance and support provided by a mentor or sponsor can have a cascading effect on an individual's career trajectory and, by extension, on the overall team. While 20% of white employees have sponsors, only 5% of Black employees do. However, having a sponsor significantly impacts career progression for Black managers—increasing their likelihood of advancing to the next level by 65%. Moreover, sponsorship reduces the likelihood of Black employees quitting within a year by 60% compared to their unsponsored peers. By actively choosing or voting to participate in mentorship and sponsorship initiatives, individuals contribute to positive ripples that extend beyond immediate circles and actively contribute to perceptions of fairness and overall organizational health.

The Unique Position of Top Leaders

In the intricate web of workplace dynamics, leaders hold a unique position of influence. Their decisions, actions, and values send powerful signals that shape the culture of the organization. By leveraging their position, top leaders can cast a resounding vote for inclusivity and fairness by…

• Prioritizing values-aligned budgeting and resource allocation. Our financial decisions are a direct reflection of what we value. Doubling down on ensuring that we have the money required to back our values and give them the foundation they need puts action behind our statements. For example, you might implement a robust supplier diversity program or set aside funds for community outreach and engagement initiatives aimed at supporting local organizations and communities of color. Consider the following questions: What kind of organization are we striving to build? How do our financial decisions align with our values and definition of success? Are there any existing investments or budgeting practices that are misaligned with our commitment to diversity and inclusion?

• Implementing inclusive hiring practices. When organizations tap into a broad spectrum of perspectives, skills, and experiences, they can accomplish new levels of creativity and problem-solving. Ellequate members from a variety of industries - including the arts, social services, manufacturing, and more - have witnessed first-hand the transformative impact of diversifying their workforce through the implementation of cutting-edge policy and practice. They recognize that by reflecting the varied demographics of customers and markets, they have improved their ability to connect with and understand their audience.

• Establishing a clear compensation philosophy and regularly reviewing pay practices. Pay transparency guarantees fair compensation for all employees, thereby fostering a culture of trust and promoting overall employee well-being. By basing compensation on individual skills, experiences, and contributions—which better gauge an employee's true value to the organization rather than relying solely on market value, which can be distorted by occupational segregation—we cultivate a more unified, collaborative, and resilient workplace. An inspiring example from an Ellequate member illustrates the significant impact of a leader's resolve to focus on and refresh compensation strategies. This leader, by bringing together the right people and implementing effective measures, was able to introduce a minimum living wage organization-wide. This change not only overcame the deep-seated obstacles of the cliff effect but also led to broad-ranging positive impacts, enhancing the well-being of employees, the dynamics of teams, and the overall health of the organization.

• Aligning professional development with employee needs and organization goals. When employees are equipped with up-to-date information and skills, it contributes to increased productivity, employee satisfaction, and overall workplace effectiveness. Moreover, investing in the professional development of staff demonstrates a commitment to their success, fostering a culture of loyalty and engagement. This commitment not only attracts top talent but also retains experienced professionals, creating a workforce that propels the organization toward its goals.

The Pivotal Role of Every Employee

While the leadership team plays a pivotal role in shaping workplace culture, the collective actions of every employee, regardless of their position, determines the overall momentum of an organization. By leveraging their unique position, employees (from entry-level and up) can cast a vote that prioritizes and advances fair and inclusive workplaces by…

• Educating themselves and others. Investment in personal and professional development opportunities, support employees in becoming empowered advocates for change. Sharing knowledge with colleagues contributes to a workplace that is aware of and actively addressing issues related to fairness and wellbeing. In addition to PD, employee resource groups (ERGs) provide a platform for employees to share experiences, offer support, and advocate for meaningful change. Understanding and valuing the perspectives of others demonstrates a commitment to fostering an inclusive workplace culture.

• Embracing inclusive language and communication norms. This enhances collaboration, innovation, and productivity within diverse teams, drawing on a range of perspectives. Inclusive language fosters empathy, nurturing a culture of understanding and reducing the risk of perpetuating stereotypes or bias that result from gendered or exclusionary terms. Earlier this year, one of our members in manufacturing spoke about their organization’s commitment during a period of rapid growth to secure these norms. They recognize their role in establishing organization-wide expectations and creating an environment where everyone feels seen and valued.

• Advocating for continuous improvement of meaningful workplace policies and practices. Our members will tell you stories for days about how meaningful workplace policies, addressing issues such as hiring practices, flexible work arrangements, promotions, inclusion in decision-making, mental health supports, work-life balance, etc., lead to increased job satisfaction, productivity, and retention. Moreover, as employees champion improvements, organizations become more resilient, better equipped to attract top talent, and adept at navigating the complexities of a rapidly changing global landscape. 

Embedding Everyday Voting as a Workplace Norm

In the workplace, voting is not a one-time event but an ongoing process that occurs daily with every decision and action. By recognizing the impact of these daily choices, employees and employers can collectively create a positive work environment that ripples outward, affecting the well-being and experiences of everyone involved. Through intentional voting in the workplace, we have the power to shape a future that reflects our values and aspirations.

Ellequate provides organizations with the tools and resources to activate everyday voting. Our members are not just fostering change within their own structures but also using their wings to inspire change across industries and communities. An Ellequate membership not only provides your organization with a data-driven strategy with limitless momentum, it also connects you with a diverse network of employers who will help to shape your impact and contribute to a world where positive change reverberates across boundaries.

Ready to explore your next steps? Take a look at what you can do with an Ellequate membership or contact our team today.

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Operationalizing Meaningful DEI When Time is a Limited Resource

Employers often find it hard to achieve meaningful DEI outcomes because they struggle to find a balance between what they want to achieve and their internal capacity. While many of us have understood, and maybe even witnessed, the profound impact of equity in the workplace, most (if not all) of us are also facing the very real limitations of resources, such as time and money. While the obstacles related to time are complicated, there are some effective strategies that have been proven to free up an organization’s capacity to do more of what matters most—the cultivation of environments in which all people, but specifically people with marginalized identities, can thrive. In all cases, the resulting ROI of these efforts yields impressive revenue (over 700%) and employment (nearly 300%) growth rates—making the question of how we spend our time a valuable and often overlooked key performance indicator.

How to Free Up Time for What Matters Most

The irony of freeing up time is that it takes time to accomplish this end goal. That being said, it can be done and it is worth engaging in this effort for the long-term return on investment that it offers. A study including dozens of knowledge workers determined that by engaging in a Start/Stop/Continue exercise, the average person was able to free up nearly 20% of their time—an average of one full day a week. Having this time available to continuously enhance and implement policies, procedures, and practices which directly impact the experiences of employees is easily recognized as a game-changer. So what can you do today, to get closer to freeing up your time? Check out this resource on strategies for setting and ranking priorities—you won’t regret frontloading a little time on this activity when you experience the returns!

How to Capitalize on the Time You Have

While finding ways to free up time might be considered a longer term initiative, there are simple strategies that teams and organizations can implement today which will significantly impact their ability to uphold the integrity of their value proposition. Typically, the most effective approaches do not require an overhaul but a small adjustment—making it easier to implement without frontloading an additional time commitment. To start, consider changing your SMART goal framework to a SMARTIE goal framework (Strategic, Measurable, Ambitious, Realistic, Time-bound, Inclusive, and Equitable). By making a slight shift in this regular workplace practice, we embed DEI in daily goal-setting activities organization-wide. This can promote a shift in mindfulness that begins to reframe daily decision-making to be equity-focused. We’ve created a SMARTIE goal-setting tool that can help you to get started!

Our clients have made tremendous gains by incorporating their commitment to DEI into daily operations! Here are a few “quick” time-saving adjustments that they have found to make a noticeable impact on equity in their workplaces:

• Make hiring practices more efficient with an objective scoring rubric. A client in the Arts and Culture industry found that by simply adopting Ellequate’s Interview Guide and Scoring Rubric as a routine interview process, not only were hiring panelists able to more objectively assesses the candidates for role “fit,” but operationalizing this practice also had a marked impact on the efficiency and effectiveness of hiring panel discussions and decision-making.

• Be strategic in collecting demographic information. When it comes to establishing and sustaining an efficient supplier diversity program, there can be a lot of back and forth with suppliers. One of our nonprofit sector clients has not only cut down on back and forth communication with suppliers but has also developed a robust demographic tracking data system, simply by standardizing the collection of demographic information as a part of the application process. Unsurprisingly, when employers are strategic in the collection of internal and external demographic information, they have more data available to analyze their DEI status and set data-driven metrics for growth.

• Ensure that DEI committees have decision-making power. DEI committees have been known to lose their momentum when there isn’t enough clarity on the decision-making process. Oftentimes, taking a moment to formalize (in writing) a committee charter that outlines these practices and ensuring leadership representation can produce time efficiencies, expedite action, and result in responsive outcomes. Recently, a governmental organization, engaged in our certification program, recognized that they were coming up against this unknown barrier and it was costing them time, money and leading to frustration. They are on their way to adjusting this practice and it’s already starting to make a difference in how they use their time! 

Don’t Spend Time Guessing, Invest in Approaches that Work

Equity work can feel overwhelming and complicated, especially when we are faced with limited resources. Organizations don’t need to spend tens of thousands of dollars on consultants to get meaningful results. With access to the right tools and resources, as well as organization-specific information about what’s working and where there are opportunities to continue to grow, most organizations realize that they have everything it takes to be able to do this work on their own and to do it well. Dozens of employers have already discovered the capacity-building opportunities available within Ellequate’s Equity Engine. As a result, they are spending less time and financial resources on efforts to operationalize equity in the workplace and they are celebrating the impact!

Even with limited time and resources, you can develop an effective DEI strategy. Learn how an Ellequate membership can help your organization achieve meaningful results.

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The Evolution of DEI: From Setbacks to Data-Driven Strategies

Photo by Ivan Samkov

Emerging from the Civil Rights Movement in the 1960s, Diversity, Equity, and Inclusion (DEI) gained traction as laws like the Civil Rights Act of 1964 and affirmative action came into effect, prohibiting discrimination in education and employment based on identities like race, color, religion, sex, or national origin. 

Early DEI efforts included diversity training, encounter groups, and the use of hiring tests. During this period, diversity training focused primarily on legal compliance and surface-level awareness. While encounter groups intended to improve race relations, their outcomes were mixed, with some White participants gaining insight into racial discrimination in America and others resisting a process in which they felt attacked. In addition, the implementation of hiring tests, designed to promote fairness, suffered from inconsistent enforcement and frequently overlooked deeply ingrained biases in recruitment processes. Despite well-intentioned motives, these approaches often oversimplified the complex nature of systemic inequality, relying instead on isolated interventions aimed at changing individual hearts and minds.

More recent efforts to address disparities such as all-staff implicit bias training and the Implicit Association Test (IAT) may promote understanding, but often fall short in actually changing explicit bias or behavior. Paradoxically, some instances of implicit bias training can backfire, hampering the advancement of people with marginalized identities. 

The failures of past efforts to effect real change, punctuated by legal battles and shifting cultural norms, continue to shape the evolution of DEI in America. While backlash, economic uncertainty, and DEI's politicization have cast doubts on its future, DEI remains a critical factor in attracting and retaining talent. We found that when employees believe their employer prioritizes diversity, equity, and inclusion, they are 28% more likely to recommend their employer to a friend or colleague and 22% more likely to see themselves still working at their employer in two years' time compared to employees that don’t. Additionally, employers that demonstrate a commitment to getting DEI right financially outperform their peers. 

While the language used to describe DEI may vary (EDI, DEIA, DEIAB, IDEA, etc.), the primary goal remains the same—to create workplaces and communities where all people can thrive. In this article, we’ll clear up some common misconceptions and offer our take on the future of DEI.

DEI is Not a Corporate Culture War

According to the Pew Research Center, 56% of employed US adults believe increasing DEI at work is a good thing. However, opinions tend to be divided along demographic and political lines. This New York Times article attributes some of the recent resistance to DEI to an overemphasis on identity groups.

While recent media coverage suggests DEI is dying, citing recent layoffs of DEI executives across the country, we see things differently. The small and midsize organizations we work with are not scaling back their DEI efforts—in fact, the majority have seen significant gains over the past few years as they’ve prioritized employee needs and implemented their data-informed action plans. For example, between 2021 and 2023, the City of Cincinnati Department of Transportation saw improvements in their employee survey scores for staff overall (+12%), women (+22%), BIPOC (Black, Indigenous, People of Color) (+29%), employees with disabilities (+26%), parents of kids under 18 (+21%), and non-managers (+18%). In addition, ArtsWave, Bethany House Services, FEG Investment Advisors, Freestore Foodbank, Cincinnati Symphony Orchestra, Curiosity, Great Parks of Hamilton County, Greater Cincinnati Foundation, and The Ion Center all saw improvements in either their employee survey scores, organizational assessment, or both in their most recent certification cycle. 

Inevitably, DEI will become increasingly important to business leaders in the coming years. For starters, it’s what job seekers want: according to LinkedIn, 76% of employees and job seekers said diversity was important when considering a job offer. By 2045, the majority of the workforce will be Black and Latine/Hispanic. Additionally, women now outnumber men in the college-educated workforce. In order to serve changing markets, organizations will need diverse representation at all levels, as well as the insights and tools to work together and make decisions effectively. However, the lack of a universally accepted standard for effective DEI practices can leave employers and employees feeling stuck—it's not always clear where and how to start. A data-driven approach to DEI can provide leaders with a roadmap—and ultimately, a better return on their investments.

Building and Supporting the Best Teams of Tomorrow

In light of the overturn of affirmative action, many employers are rethinking their DEI strategy. It's worth noting that unlike higher education, the practice of hiring based on race or sex has never been allowed. When executed effectively, DEI should broaden opportunities for those with marginalized identities without limiting opportunities for others. Ultimately, the creation of fairer systems that mitigate bias, foster transparency, and hold all employees—leaders included—accountable to the organization's mission and vision benefits all stakeholders.

For example, when it comes to recruiting talent, employers can proactively build relationships with organizations that serve marginalized communities, such as HBCUs and disability advocacy organizations, by providing value—for example, paid internships, scholarships, and sponsorship. In doing so, they expand their understanding—and ultimately, broaden their pool of potential candidates. They may also choose to require minimum representation in all final candidate slates, making sure to provide hiring managers with the time and resources needed to source candidates. Through the implementation of these kinds of workplace systems, employers are able to effectively cultivate a more diverse workforce. Equity in the workplace translates to the deliberate removal of barriers to participation and progress, putting your organization’s values into action and ensuring your organization consistently thrives by attracting top talent and adapting to the evolving needs of the workforce.

If there’s one thing about traditional workplace systems that will ultimately lead to an organization's downfall, it’s the assumption that everyone has a universally shared experience. Employers dedicated to a data-centric DEI strategy are cultivating more robust cultures and relationships, fueled by deliberate people-focused strategies and innovative tactics that enhance employee experiences. Although disaggregated demographic data cannot establish or enforce quotas, it holds substantial value in understanding and improving organizational culture. In contrast, organizations that neglect to respond to the unique needs of their employees will likely struggle to stay competitive. 

Which DEI Solutions are Worth the Investment?

Understanding your workforce isn’t much different than understanding your target market. Determining what your employees need to succeed takes the right data, insights, guidance, and tools. The key ingredient, though, is executive buy-in. Overcoming resistance from the C-suite can be challenging. However, if you understand their objections, you can build a compelling case that positions employees as a top stakeholder. Focusing on structural change, rather than personal responsibility, will not only lead to more meaningful outcomes, but can also mitigate any perceived threats to people’s positive sense of self.

Now is a great time to revisit the DEI conversation with apprehensive leaders because there’s plenty of new data available about what’s working and what’s not. Otherwise, maintaining inefficiencies of the status quo is sure to result in lower employee trust and higher turnover rates. Even if past DEI efforts haven’t panned out, you can still achieve meaningful outcomes. It’s okay to let go of ineffective approaches to DEI. Workforce demographics and expectations are changing, so it’s wise to adopt a systems change approach sooner rather than later. 

Evolve Your DEI Strategy and Systems

Leaders that resist DEI efforts often don’t realize that they practice the tenets of DEI on a daily basis. At the end of the day, promoting fairness, providing for your team’s needs, and opening pathways to success are good for business. That’s exactly why the best courses of action will rise to the top and set people-centered organizations apart from the rest. DEI isn’t dying—it’s evolving.

Taking a data-driven approach now will give your organization’s leaders everything they need to make better decisions to create a best-in-class employee experience—providing a competitive advantage in a race to the top. 

Ready to explore your next steps? Take a look at what you can do with an Ellequate membership or contact our team today.

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#ShowYourReceipts: Honor Observance Months With Action

Photo by Anete Lusina

As Pride Month draws to a close, we find ourselves once again on the cusp of Fourth of July weekend. Throughout the first half of this year, we have honored and commemorated Black History, Women’s History, AAPI, Arab American, and Jewish American Heritage, as well as LGBTQ+ Pride. Now, our calendars remind us that it is time to celebrate our country's independence and reflect on the freedoms that all Americans are entitled to.

At the same time, diversity, equity, and inclusion (DEI) programs are being attacked at state-funded universities and affirmative action in college admissions has been ended by the Supreme Court. States are still fighting legislative battles over drag bans and gender-affirming healthcare. Millions of women still don’t have access to safe and legal reproductive healthcare. Black Americans still face disparities across many aspects of society, from law enforcement and criminal justice to employment, housing, financial services, health care, and others.

As a nation, we have not yet lived up to our aspirations. Many people with marginalized identities continue to lack access to the resources, opportunities, and freedoms many of us will celebrate next week.

So how can we begin to change these surface-level norms of advocacy and allyship into meaningful systems-change for the people we aim to serve in our observance month celebrations? To know where to start, we have to take a few steps back to understand the full picture.

Why observance Months?

Commemorative and heritage months were created to recognize and honor the histories, contributions, achievements, and struggles of specific groups of people who have been historically marginalized or underrepresented in mainstream narratives. While it remains crucial to honor the resilience of these groups, it is equally important to recognize the grave consequences that arise when a dominant group wields unchecked power.

Some of these months grew directly out of advocacy movements to stop oppression and gain equal freedoms. For example, Pride Month came out of the Stonewall Uprising of 1969 and Women’s History Month was originally a labor movement spearheaded by the Socialist Party of America. Founders of movements like these are usually seeking to challenge the status quo. They want to bring awareness to social injustice, change inequitable systems, and prevent the same kind of harm from happening again in the future.

Unfortunately, no fight for freedom is won-and-done. The repeal of Roe v. Wade demonstrates that even when rights are established as precedent, marginalized groups remain vulnerable to their potential loss. The education resource Learning for Justice explains that “The heroes and holidays approach reinforced by heritage months,” as it’s applied in the classroom, “places non-dominant groups in silos outside of the standard curriculum, thus perpetuating marginalization.” A similar phenomenon happens in mainstream media: taking a “good vibes only” approach to observance months (especially when the marginalized group is still fighting for equitable freedoms) can have the countereffect of further tokenizing marginalized communities and erasing their struggle. This is the result of observing commemorative and heritage months without acknowledging the realities these groups are facing in the present.

Performative DEI is Harmful

If people were skeptical about DEI before 2020, the situation became worse when big corporations pledged billions of dollars to Black Lives Matter and aligned organizations—and never came through with the receipts. Executives continued paying for quick fixes like standalone implicit bias trainings to “check the box” so they could say they did something and move on. Brands still fail at virtue signaling all the time, and audiences notice when messages are insincere. The wave of “DEI fatigue” happening now is coming out of the same frustration with stagnant systems that never seem to change and waning trust in DEI efforts as a solution. 

Leaders committed to building an equitable society recognize that deeply ingrained social and cultural biases affect everyone and every organization. The biases prevalent in politics and media are the same ones that contaminate our homes and workplaces—that latter of which not only provide employment opportunities but also perpetuate generational wealth disparities. Acknowledging the inherent biases within organizational systems should not be a source of shame. However, organizations that neglect to take action in addressing these biases will be subject to scrutiny and held accountable in the court of public opinion. People have become increasingly aware of social issues and inequalities, and they expect their favorite brands to prioritize and demonstrate a commitment to caring for the most vulnerable individuals within their organizations.

How to Operationalize DEI Values

With their agility, adaptability, and closer connections to their employees, SMBs have a unique opportunity to set a new standard and inspire larger organizations to prioritize DEI efforts. This begins by showcasing, particularly at the highest levels of leadership, a commitment to translating values into tangible actions and decision-making on a daily basis. For example, one of our clients expanded bereavement leave to cover all loved ones, not just immediate biological family. While attending a Pride parade is an easy way to show support for LGBTQ+ employees, it will not have the same effect if these same employees are not provided with the personal time they need to mourn the loss of the people closest to them.

If observing commemorative or heritage months on social media is an important part of your branding strategy, you can find ways to back up those messages with meaningful action. Try using these strategies to start putting your DEI values into practice:

• Make the time to work on DEI strategies by streamlining other processes and prioritizing carefully.

• Your colleagues have valuable insights related to current challenges and possible solutions. Give them a channel to share their voice so that you have the evidence needed to identify the goals that will be most meaningful to those you work with.

• Be strategic with data collection from the beginning so that you can understand the full impact of your work over time.

• Ensure that employee resource groups, affinity groups, and DEI committees have a dedicated budget and real decision-making power.

• Measure progress through the establishment of Key Performance Indicators (KPIs). To achieve success, DEI should be integrated as a strategic priority, rather than treated as an independent initiative or program.

HONOR WITH ACTION: Start Now

The most authentic and meaningful way to honor commemorative and heritage months is by addressing and transforming the systems that have made them necessary. Rather than merely expressing your intentions and commitments, it is more impactful to demonstrate tangible results (#ShowYourReceipts). Imagine the power of saying, 'We achieved a remarkable 13% increase in employee satisfaction scores among LGBTQ+ team members in the past year,' instead of a generic 'Happy Pride?'

A recent Times Magazine article on equity in the workplace ended with the following insight: instead of asking “how much will it cost to increase….” leaders asked a more enlightened question of “what will be the cost to my competitors if we get this right, and they don’t?” You’ve got about six months to get a head start before the commemorative and heritage month celebrations start coming around again. We can help you use employee survey data to identify gaps and prioritize high-impact efforts, making it easier to create a culture where all people can reach their full potential.

You can do the work to create a truly equitable work environment and Ellequate has everything you need to ensure that when it comes time to demonstrate your commitment that you’ve got the receipts to prove it!

Ready to access the insights, guidance, and tools you need to create a successful DEI strategy? Whether you’re just starting out or working toward certification as a Leader In Workplace Equity, we’ve got you covered.

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