Diversity and inclusion (D&I) are increasingly recognized for their critical role in social justice, benefits to the economy and from ethical considerations. In 2020, companies worldwide spent as much as $7.5 billion on D&I initiatives. This amount is expected to more than double to $15.4 billion by 2026.
Despite these investments, research* shows that if we continue at the current pace, it will take another 151 years to fully close the economic gap at all levels. With dire consequences.
Closing the economic gap is not the only challenge that lies within diversity and inclusion.
We all realize that something must change and that delaying it is no longer an option. But what should we do and what can we do? A diversity and/or ethnicity training? In practice, however, we find that these trainings often have little impact within organizations. This has not so much to do with a lack of good will, but more with the lack of a realistic time frame in which people are given the opportunity to respectfully review their existing ways of thinking and arrive at new insights. Because it starts with insight.
In collaboration with Radboud University, using our platform, we conduct research to broaden perspectives about each other and encourage positive contact with members of different groups.
This research is part of the development of an evidence-based program on diversity and inclusion, the Multiplicity Program.
The main pillars of this program are:
- It is a return-on-investment program;
- It produces measurable results;
- It evokes little to no resistance from participants;
- It is scientifically based;
- It is a certification program with an annual audit.
Over the past two years, we have conducted research that has led to defining the above essential elements that can increase the success rate of a Diversity & Inclusion program.
External research, conducted by reputable knowledge institutes, has clearly demonstrated a link between a more diverse organization and improved operational efficiency, increased innovation and higher financial returns. Yet we see that many organizations currently choose to make Diversity & Inclusion a social issue, in which people must above all be given a "chance.
This insight made us realize that we had to arrive at a method that should lead to a measurable business result for organizations. Moreover, this method must be affordable and accessible to everyone. We call this approach Multiplicity because it is an approach in which everyone is involved and with which together you create a workplace where everyone feels at home and can perform optimally. We do not see perpetrators and victims, but recognize a lack of mutual understanding that can lead to exclusionary mechanisms or the feeling of exclusion.
During our inspiration sessions, we offer insights that are essential to effectively address these issues in a playful and accessible way. 'Multiplicity' at Lenard & Lenard stands for D&I that is free of blame and victimization, with a focus on the business, organizational and personal benefits.
The sessions are designed to interactively and humorously take the first steps toward a more inclusive work environment.
Want to know more about what we have already discovered and how this led to our method? And what this could possibly mean for your organization?
Are you interested in participating in the current research with Radboud University?
Or are you interested in our inspiration sessions?
Contact us for more information
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Welcome to our program dedicated to Diversity & Inclusion (D&I). In collaboration with Radboud University, we strive to broaden perspectives and promote positive interactions among diverse groups. Our research forms the basis for developing our D&I program that leads to measurable business outcomes, while our inspiration sessions provide insights and encourage personal leadership. Discover how we are building an inclusive future together.
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Discover our inspiration sessions on Diversity & Inclusion (D&I), free from blame and victimization and focusing on the business and organizational benefits as well as the personal added value. Aimed at management teams, leadership teams and/or the entire organization, these sessions are a first step towards an inclusive work environment.
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