Achieving Equal Pay by Consulting for Employers, Employees, and Policy Makers
Your organization is committed to Equal Pay and a diverse workforce but has not fully achieved either. You are not alone. Many organizations are working towards these, as yet, elusive goals. EPN employers consulting will help. Based on the strategic offensive principle, EPN Equitable and Inclusive Strategic Offensive Packages will 1) find where you have steps in processes that are susceptible to bias, 2) recommend and 3) implement improvement by creating checks and balances against such bias. Your best offense is a good defense in sports and war….and equal, diverse, and inclusive employment.
You’ve spent thousands even millions of dollars on programs to have management and leadership embrace equity, diversity, and inclusion. After 40 years of diversity training, the data is mixed on its effectiveness. More importantly, representation of women, people of color, people with disabilities, and the LGBTQ community have not come close to proportionate levels of their presence in society. Women are 51% of US population yet only 25 of the CEOs at Fortune 500 companies. Nearly 15% of the US population is black but only 4 Fortune 500 CEOs are. And let’s face it, that is the true test of the effectiveness. Does your company’s leadership look like the world we live it or does it look like the Mad Men leadership team?
Time to take a new approach. Let’s acknowledge that somewhere in your company are people making decisions who have biases. Instead of trying to change them, let’s protect all employees by creating checks and balances to minimize and eliminate biased (conscious and unconscious) decisions.
Equitable and Inclusive Strategic Offensive Onsite Training for Corporate Leadership, Human Resources, and Diversity and Inclusion Professionals
Learn to look at your hiring, promotion, and compensation processes in a whole new light. Find the hidden vulnerabilities that are preventing your from achieving your desired goals of equal pay and representation in leadership. The training will review your current processes for:
By the end of the training, you and your team will know how to defend against those hurdles uncovered with new checks and balances.
Equitable and Inclusive Strategic Offensive Audit Review and Recommendations
Hiring, promotion, and compensation processes are core to the EPN Equitable and Inclusive Strategic Offensive Review.
Using experience and the latest research, Equitable and Inclusive Strategic Offensive Review will find the steps within your current processes that would benefit from checks and balances. This protects your company from unnecessary liability while improving the career and contribution potential of the underrepresented demographics in leadership and uncover roadblocks to pay equity. Included in the review are the documented and informal procedures of:
A detailed report of the vulnerabilities discovered and proposals on eliminating, adding, and altering every vulnerable step discovered within your hiring, promotion, and compensation processes to minimize bias and maximize equity, diversity, and inclusion
Consultations begins with a kick off meeting with key personnel. At the end of the process you will have another onsite meeting to review the recommendations in the final report. The report will give actionable recommendations that will range from immediate no-cost self implementation changes to more long-term process checks and balances.
Equitable and Inclusive Strategic Offensive Implementation
Some of the advice in the Equitable and Inclusive Strategic Offensive Review and Recommendations package will be easily done based on the detailed instructions in the report delivered. You may decide to outsource or have additional guidance in the implementation of other recommendations. Implementation will be customized to your needs.