As members of a global community, organizations must make sure that no group is left behind. Our very survival depends on attracting and retaining the best talent from a dynamic, shifting, and increasingly diverse pool.

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Pneumos understands that diversity work has a three-point imperative:

  1. legal
  2. economic, and most importantly,
  3. humanistic.

We assist our clients by:

  • Connecting diversity efforts to the business objectives (ie. How will this help the business?)
  • Re-focusing diversity discussions to incorporate evolving concepts regarding “cultural competency” and “multi-culturalism;”
  • Re-educating employers about emerging demographic trends and empower them to create more innovative, avant-garde diversity initiatives;
  • Re-tool employees to become even-handed “change agents” for diversity.

We are advocates for inclusion.  Diversity cannot just be done for diversity’s sake: it must unify people for a singular purpose.

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We pride ourselves on teaching our clients how to successfully foster and navigate a multi-cultural environment by focusing on the following:

A)  Workplace Climate

  • Create an environment where everyone feels invested, included, and “seen”
  • Establish diversity policies that support the organizational objective
  • Include diversity metrics in management performance goals
  • Provide diversity training that speaks to all dimensions of diversity
  • Utilize workplace surveys to measure the effectiveness of diversity programs

B)  Community Partnerships

  • Recognize communities that are connected to target demographics
  • Identify shared goals and combine personal and institutional power to achieve them
  • Build relationships with community representatives
  • Raise awareness of community issues
  • Establish a credible community presence

C)  Equal Policies & Benefits

  • Create and reinforce global non-discrimination and anti-harassment policies
  • Ensure equitable and universal access to all company benefits

D)  Talent Management & Professional Development

  • Retain the best human capital
  • Raise productivity, creativity, effectiveness, efficiency
  • Increase morale
  • Lower absenteeism
  • Increase employee initiative
  • Reduce the time committed to complaint process

E) Corporate Social Responsibility

  • Create transparency
  • Connect policies to form a cohesive vision
  • Assess ethical standards
  • Solicit employee opinion
  • Test out public reaction

Whereas many consultants rely on “oppression” or “social justice” models which perpetrate an “us vs. them” dynamic, or philosophies that are focused on historical struggles and victimization, we utilize a progressive approach that focuses on cohesion and team-building. We believe cultural competency must have a multi-directional component that focuses on understanding the sensibilities of ALL stakeholders, and not just one particular group. In this vein, we have the following offerings:

  • Cross-Cultural communications
  • Understanding One’s Cultural Baseline
  • Cultural De-construction
  • Recognizing Privilege
  • LGBTQ – an Advanced Discussion
  • Multi-cultural Navigation
  • Diversity Dimensions
  • Cultural Competency
  • Understanding the Different Levels of Prejudice
  • Recognizing Personal Assumptions and Hidden Values
  • Being an Effective Cultural Ally
  • Recruitment/Retention
  • Sustaining Diversity Initiatives
  • Evolving Notions of Inclusion
  • Sexual Harassment Defined
  • Title VII and You
  • The Legal Imperative for Diversity (a review of Federal EEO Laws and Policies
  • Coalition Building
  • Building Your ERGS (employee resource groups)
  • Gay, Lesbian and Transgender issues in the military