Our consulting engagements are organized around three types of assessment: Global Diversity Equity and Inclusion Benchmarks (GDEIB)*, administered to a representative sample of key stakeholders, scored and analyzed with recommendations; Mental Models and structured interviews with key stakeholders. We believe that internally conducted organizational self-assessment:

•    Stimulates critical conversations,
•    Affords opportunity to record organizationally identified Diversity, Equity, and Inclusion (DEI) performance benchmarks,
•    Provides opportunity for collective recognition of strengths and weaknesses,
•    Centralizes data to inform reports and communications,
•    Encourages reflection, ownership, broad engagement, and accountability for actionable changes. 

Global Diversity Equity and Inclusion Benchmarks (GDEIB)*

The GDEIB was created by three experts in the field, further enhanced by 112 contributors worldwide, peer reviewed by expert panelists and has been in use since 2006. It provides organizations with the means for intra/inter dialogue; collective benchmarks; rationale for focused action; and for recognizing strengths and identifying gaps. There are several elements that distinguish the GDEIB from other assessments, maturity models or standards. Most notably, the GDEIB helps organizations focus on results. The GDEIB Benchmarks are provided to organizations at no charge and remain available to clients to use regularly to evaluate progress in (1) advancing an inclusive culture and (2) improving organizational effectiveness

We facilitate a collaborative process to assess the current state of the organization on each of the 275 benchmarks in 15 categories and four groups in five levels. Benchmarks in Levels 4 and 5 are the most important. Level 3 benchmarks are considered the minimal place to be achieving DEI results. The 15 categories assessed by the GDEIB cover the important elements that need to be addressed to create a world-class DEI initiative. Each category is divided into five levels. The benchmarks at Level 5 are considered best practice when an organization is demonstrating current global best practices in DEI; exemplary

The authors and Expert Panelists believe that it is difficult to have an impactful inclusion program without being at least a Level 3 in all of the categories in the Foundation group. Part of the goal of the consultancy is to co-create the road map that will get you there.

Mental Model Mapping

Mental models are developed based on experience, culture, values, and beliefs are malleable and can change. They form the foundation for explaining events, reasoning, and predicting future developments, guide people’s attitudes, judgments, decision-making processes, and actions. Mental Models are leverage points for addressing challenges that are controversial such as climate change.  They can be targeted to (1) foster system thinking, which can encourage pro-change initiative attitudes and actions, (2) identify consistencies and disparities in perceptions and beliefs between individuals or (3) identify misperceptions that can be addressed in risk communication.

We will use Mental Modeler as the modeling software that will help us capture both individual respondent and community-wide knowledge in a standardized format that can be used for scenario analysis. Combined with the GDEIB and structured interviews with a representative sample of key stakeholders throughout the organization, we have the highest probability of creating a high-impact and actionable road map.

Structured Interviews

We conduct structured interviews with a representative sample of key stakeholder throughout the organization and consolidate this data into the final analysis for our report. Anonymity is guaranteed.

Road Maps

Following assessment, analysis and knowledge transfer to key stakeholders, organizations are ready to begin to seriously engage with what they have learned and assess current policies and programs. At this stage, we will assist in building out a comprehensive strategy and drawing up an action plan that addresses high-impact areas and issues.

As organizations continue to mature their strategy, they move into the quantification stage, where they actively measure the change effort’s return on investment (ROI) and whether their actions are driving a positive change to the organization. Deciding how to quantify impact is not easy but needs to be deliberate. We recommend continued use of the GDEIB on an annual basis as well as quarterly reviews of progress on specific initiatives. Once organizations have established proficiency across the earlier stages, they can proceed to an advanced phase. At this point, an organization can expand its approach to other aspects of the employee experience, such as performance management and employee development.

We look forward to working with you! Whether bringing a one-hour presentation for your Employee Resource Group (ERG), a PRIDE event presentation, or an extended engagement. You can count on us for exactly what employees want from you—clarity, transparency, integrity, empathy, support and guidance.

Investment Levels

  • $1,750 per hour for standard one-hour virtual engagements 
  • $2,250 per hour for one-on-one consultation, analysis, scenario/strategy development, and reporting
  • $3,750 per hour for on site engagements (plus all travel costs) 
  • Custom engagements will be priced according to specific requests and mutually agreed upon terms
  • Corporate donors to O4U Momentum who choose to contribute $10,000 upon their commitment will receive a 1.5 hour working session with Dr. Cindi Love for their senior executives, ERGs, and/or other designated teams.
  • Momentum Catalyst partners enjoy a 25% discount on all consulting services 

*From Global Diversity, Equity & Inclusion Benchmarks: Standards for Organizations Around the World © 2021 Yvonne (Nene) Kegomoditswe Molefi, Julie O’Mara, and Alan Richter. Used with permission. All Rights Reserved.