D&I Mappings: Helping you set an impactful D&I agenda

As a researcher I know that planning a project well makes it easier to do the rest. This is particularly true when it comes to diversity and inclusion work. D&I is a vast collection of sub-topics, and as much as we would like to, not even the most ambitious organizations can advance them all at once. Instead, it is important to choose your focus.

This is where D&I mappings come handy.

At Includia, I specialize in developing D&I mappings that help organizations make data-based decisions on how to advance on their D&I journey. With mappings, we help organizations to identify where to focus next. I have been happy to notice a clear rise in interest towards mappings as more and more companies are beginning to grasp the multifacetedness of D&I work.

Our D&I mappings have different structures and goals depending on where you are on your D&I journey and what you are looking to achieve. For example, if you are struggling with establishing the priorities for your D&I work, have difficulties in getting key actors onboard and motivated or in measuring the impact of the work so far done, our D&I mapping will bring you the answers you need. 

“Where should I start?”

Diversity means different things in different organizations and each organization has different resources, struggles and opportunities when it comes to inclusion. If you are just starting your D&I journey, a mapping can give you a thorough understanding of the current state of diversity and inclusion in your organization and help you set a clear focus for your future D&I work. Setting a focus is particularly important when you do not have that many resources. Without data your D&I plan is based on a guess and may lead you to create goals that are not achievable or beneficial. When conducting a mapping, we do not just collect and present data, but link the results to your business goals.   

“How do I get others on board?”

If you are the designated D&I professional in your company, I’m willing to bet that you are a little bit lonely. You might find it hard convincing others that investing in diversity and inclusion has value or is something that your organization should pursue. To convince others about the importance of D&I you will need facts and statistics to support your claim. We can help you here. After a D&I mapping you will have clear numbers at your fingertips and will be able present a data-driven case to your colleagues. It’s hard to argue against the importance of D&I when the data is showing that only 38 % of the women in your company feel like they can fully participate at the workplace.

“How do I measure the impact of our actions?” 

Diversity and inclusion are not a destination but a continuous journey. That is why it is just as vital to measure your progress as it is to set appropriate goals. A mapping will help you get a sense of where you are in your journey and give you a chance to celebrate your success. Many D&I things move slowly, which can be frustrating at times. Because of this, it is important to see where you are excelling and use this knowledge as fuel to drive you even further. It is also important to share your progress with employees to keep them motivated and committed to the D&I work.

Don’t hesitate to be in touch with me! If you think that a D&I mapping  is what you need to conduct in the months to come I am more than happy to answer any questions you have and discuss the process with you. If  you feel that we are trustworthy and the right partner for you after our initial discussions, I will be delighted to design the mapping that meets your precise needs. 

Piia

We carried out a D&I-mapping with Includia to find out about diversity, equality and inclusion at TEK. From the very beginning [their] style was top - professional and coaching. We went through the results under [their] leadership both in the management team and among the entire staff. I feel that we learned a lot in the process. We now have a deeper understanding and more tools for the development of our work community.

- Kati Johansson, HR Director, Academic Engineers and Architects in Finland TEK