At TRG, our holistic approach sits at the intersection of DEI and change, where it is leader-led, data-driven, and whole-system focused. We start by helping you understand the data. From there, we work together to design a roadmap that realizes the potential of diversity through a foundation of equity and inclusion.
Diversity does not, by itself, increase effectiveness; what matters is how diversity is supported and affirmed through equitable practices and an inclusive culture.
An outcome that signifies the presence of differences (i.e., race, gender identity, thinking style, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, etc.).
KEY LEVERS: Workforce analytics
& people systems
An outcome that signifies justice, impartiality, and fairness within procedures, processes, and distribution of resources that result in full participation in decision-making and development opportunities.
KEY LEVERS: Targeted programs
& people practices
An outcome that means employees feel a sense of belonging and agency, experience affirmation of their identity, and feel a sense of commitment and supportive energy from leaders and teams.
KEY LEVERS: Culture, mindsets
& behaviors
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Diversity hiring strategies that reduce bias and help the entire hiring function realize their role as frontline gatekeepers to opportunity and change agents capable of shifting paradigms.
Data analysis to understand pay equity risk and strategies and tactics to increase equity, including compensation frameworks, market analysis, equitable pay practices, and equitable and inclusive approaches to job offers.
Data analysis and implementation of consistent, standard, and equitable performance management and advancement practices.
Bias-reducing strategies, development of inclusive behaviors, and implementation of standard processes in order to mitigate bias and ensure two-way feedback.
Data analysis, process design, and development of behavioral competencies to ensure development opportunities result in equitable outcomes.
Qualitative and quantitative data analysis to understand what causes under-represented groups to stay or go and develop nimble and equitable processes to respond to feedback.
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