The Equity Effect
Principles for the Post-Pandemic Organization
The lessons from 2020 have illustrated our endless capacity for resilience, rebuilding and empathy. But they have also shown the vast disparity in opportunity, justice and economics that still prevail in the U.S. and globally. In this report, we explore various principles gleaned from living through the pandemic and establish equity, or the quality of being fair, as a leading determinant for wellbeing. It’s the responsibility of organizations of all kinds to claim equity as a strategic, grounding ideal. This report covers the five cultural shifts with which every company now needs to reckon.
Why is equity the answer?
These five shifts will affect how everyone works, whether businesses change or not. We outline key principles to get ahead of these cultural shifts and build the Post-Pandemic Organization. The shifts, starting with Accountable Action and ending in a Resilient Future define the human-centric organization of tomorrow, specifically with an eye on diversity. Our future is asking us to share wealth, resources and know-how to create more equity in a world where people, organizations and the environments we inhabit can thrive. When that happens, there’s an exponential effect that reverberates across people, organizations and society. Our latest Intelligent Report: The Equity Effect highlights the five critical cultural shifts your organization needs.
Cultural Shift 1
Accountable Action
Looking at equity at work — it's time to abandon the business case for diversity.
Cultural Shift 2
Ergonomics of Health
Investing in the mental, physical and emotional health of people is your business imperative.
Cultural Shift 3
Human Betterment
Thinking about humans first is the best pathway to your consumers.
Cultural Shift 4
Shared Futures
Sharing resources and collaborations builds your purpose and a future for everyone.
Cultural Shift 5
Designs for a Resilient Future
Nourishing local ecosystems and environments will mitigate global threats.
Work With Us
The effects of equity run wide and deep. It’s not only about treating people fairly and making them feel like they’re included. It’s about taking a long, hard look at everything that your organization creates, talks about and represents. It’s about developing a Diversity Operating System that orients your People, Products, Practices and Partnerships around diversity, equity and inclusion.
As an initial step for creating a Diversity OS, an Equity Audit can reveal where the organization is currently, and where it is willing to be. Equity work requires an investment of time and resources to establish the priorities, needs and barriers that exist within the company and across the industry. Next, an Equity Accelerator model can define real solutions and actions the organization must take to embed DE&I across its people, products, practices and partnerships. Finally, establishing an Equity Playbook becomes the bedrock for the organization’s strategic planning, corporate behavior and business metrics.
Let’s work toward creating an equitable future together.
Davianne C. Harris
Chief Client Officer and Head of Equitable Futures Practice
