What YOU need for Inclusion and Belonging

In the diversity and inclusion work Breakfast Culture does, the initial conversations are often about the first part, diversity, less so the second, inclusion. While many organizations have been increasing their diversity efforts, recognizing that their hiring processes have favoured the dominant culture for far too long, it’s the second part that we all still need to work on. People from under-represented groups often report that they’re feeling increasingly seen but still not heard. Inclusion is the next vital step and it’s not one that everyone seems yet ready for. Diversity without Inclusion is meaningless. A full diversity and inclusion audit is the first and best step towards this goal. A rigorous examination of your organization’s culture, followed by the development of strategies firmly rooted in that knowledge, is the best course for long-term success. The need to understand this is why I’ll be hosting a new quarterly series of FREE Breakfast Culture webinars, beginning November 29th, to discuss this path forward. In the first talk, I will lay out the necessary business case for diversity and inclusion and will teach about these five elements for a successful D&I strategy using a real life case study...

  1. Data We talk to your people and most importantly we listen to them. Our tech-enabled, data-driven, three-part employee engagement survey measures not only diversity but employee sentiments around inclusion and feelings of belonging.

  2. Policy Diversity, equity and inclusion have moved from being “nice to haves” to being “must haves” and official internal policies go a long way toward making that clear in your organization.

  3. Accountability One of the biggest challenges most organizations face is they place a non-C-suite employee in charge and accountable; often by the side of their desk. This sends a clear message that management doesn’t truly believe in DEI. DEI can no longer be something a tiny volunteer group takes a look at whenever they might have time between official duties. Someone on the Executive Leadership Team needs to be in charge and accountable.

  4. Measurement While policy will pull and accountability will push, it’s setting up a series of clear and measurable key performance indicators that will drive success in this area. “If it doesn’t get measured, it won’t get done.” Breakfast Culture’s D&I Audit will give your organization a scorecard that aligns with the Global Diversity Equity Inclusion Benchmarks (GDEIB), a global industry standard.

  5. Investment Once the engine is running, it’ll need gas. Committing long-term resources, both human and financial, will ensure a healthy workplace culture that will thrive and grow.

Like I said, not everyone is ready for all this but as tennis great Arthur Ashe famously said, “Success is a journey, not a destination. The doing is often more important than the outcome.” Inclusive organizations are healthy, successful organizations and if you’re reading this, you’re already ahead of the pack. Take our quick and handy quiz to see if your organization is ready to embark on a process that will positively impact its performance, productivity and profits. Myself and Breakfast Culture’s JEDI Consultants (justice, equity, decolonization inclusion) are here to help you along your organizational D&I journey, starting with our FREE webinar on November 29th at 12 noon ET and I hope to see you there as you begin to walk your talk with this important first step.


Happy to jump on a call to discuss how Breakfast Culture can help with your organizational diversity and inclusion journey. Schedule a 30-minute meeting today: https://calendly.com/jefferson7/30min


Let’s break some eggs! ~ Jefferson Darrell, Founder and CEO, Breakfast Culture™ Inc.




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