Our Cook Ross Inc. methodology is built around a transformative approach to diversity & inclusion consulting – something that we like to call “ReInventing Diversity for the 21st Century©”. Our cutting-edge approach helps to create sustainable transformational change in organizations by replacing the traditional race-based, American-centric, ”us vs. them” diversity training paradigms with a more holistic transformational systems model that explores modern millennial issues like globalism, cultural intelligence, unconscious bias and organizational patterns that exist which impact the way that employees, vendors, and customers from different cultures, ages, and backgrounds all relate to each other in the workplace and beyond.
Cook Ross Inc. does not approach diversity training as an organizational band-aid or temporary “fix” for a problem. We work hard to identify a customized training approach for each of our unique clients that emphasize overall business results and builds a lasting systems approach that encourages and develops collaboration among the employees and emphasizes ownership, individual choice, and responsibility for each individual’s behavior. Cook Ross has established a comprehensive systems approach to 21st diversity consulting that has evolved from decades of experience in addressing a wide variety of diversity and inclusion issues.
Our Approach to Organizational Culture Change: “Cook Ross Diversity Systems Map™”
Here at Cook Ross, we believe that sustainable long-term change occurs at an organizationalcultural level, as opposed to only focusing on individual growth.To that end, we have studied systems theory and organizational culture change to develop an approach, known as the Cook Ross “Diversity Systems Map™”, which identifies various leverage points in an organizational flow, and their relationship between those leverage points, which allows us to holistically understand how to transform an organization’s culture into one that is truly inclusive and culturally competent.
All of the areas depicted in the Cook Ross “Diversity Systems Map™” serve as distinctions we use in evaluating and assessing organizational diversity and inclusion efforts and to build strategies for developing more inclusive and culturally competent organizations. Having a firm understanding of the overall culture of an organization, including what supports and what hinders inclusion, is a baseline from which to build an action plan.
The Cook Ross “Diversity Systems Map™” identifies some of the core elements that influence the organizational unconscious (including areas like Mission, Vision & Values/ Organizational Culture/ Background History/ Environmental Issues). We then identify key leverage areas through which people are brought into the organization (Recruiting/Interviewing/Hiring); key aspects that impact employees’ experience while they are in the organization (Attrition/Retention Issues/ Mentoring/Coaching/ Orientation/Career Development [including training and education]/ Benefits/ Metrics and Feedback Systems/ Promotion/Advancement Structures/ Leadership Behaviors/ Employee Behaviors/ Information and Communication Sharing Systems/Individual and Organizational Cultural Competency/ and the external focus areas of the organization (Vendor Relationships/ Marketing and Public Relations/ Community Relations/ and Client Satisfaction).
In addition to identifying patterns in each of these areas, we also look at the relationship between these areas and their symbiotic relationships. For example, an organization might have an exceptional recruitment process that produces excellent candidates- meeting high organizational objectives- but then they might lose the positive benefit of these efforts by having an inadequate system for orienting the new hires to the organization and tracking their career developments, thus contributing to a poor pattern of overall retention.
To learn more about our trainings and thought leadership in Diversity & Inclusion, see below.
Achieving true diversity in organizations has been a goal for more than a quarter century, yet companies struggle to create an inclusion work place. In ReInventing Diversity, Howard Ross, one of America’s leading diversity experts, explains why most diversity programs fail – and how we can make them work.