is your company actually an inclusive workplace?
The benefits of culturally diverse teams are clear; they drive innovation, are more productive, and report higher job satisfaction. Research shows that companies exhibiting gender and ethnic diversity are, respectively, 15% and 35% more likely to outperform less diverse peers. Further, organizations with more racial and gender diversity bring in more sales revenue, more customers and higher profits.
However, despite the common belief, creating an inclusive and diverse workplace is more than just hiring diverse employees. Workplaces consist of systems, both complex and straightforward. Everything from how we hire employees to our project management and evaluation processes is an example of a company system.
At LTHJ Global, we feel strongly about offering you the necessary resources in order to create an inclusive workplace where diversity is the norm. We will break down the difference between inclusive and oppressive systems and allow you to understand where your company is failing to recognize oppression, and how it can grow more equitably for the long run.
How can a more inclusive workplace impact your organization’s success?
Fill out this form to get instant access to our guide on how to build inclusive systems to achieve cultural diversity.
Offerings From Experience
Lindsey T. H. Jackson
Serving in the role of CEO at LTHJ Global, Lindsey empowers people, leaders, and organizations to pursue and achieve their full potential. For 15+ years Lindsey has been authentically leading empowering entities for personal and organizational wellness. Lindsey specializes in executive coaching using the Enneagram, group facilitation, DEI training and implementation, and team development.
She has been honored to help diverse individuals across four continents transform their lives and their businesses through her unique blend of storytelling, trauma-informed coaching, and research.
Lindsey has worked nationally and internationally with small to mid-size businesses, nonprofits, corporations, founders and CEOs to embed meaningful and lasting change. Lindsey’s research model, The Enneagram of Bias, fills an important gap in the DEI space by creating a methodology to prepare individuals, leaders, and organizations to embrace a culture of learning and preparedness to embrace DEI principles.