The focus of the work in Track 2 of our Equity and Inclusion program is our engagement with Civility Partners, a respected consulting firm that works with organizations to address workplace culture issues. Part of our approach must include voices, and indeed leadership, from all levels of our organization. Civility Partners has a proven methodology outlined below that aims to eradicate bad behaviors and create a positive work culture where people thrive. Another resource we expect to take advantage of as part of this conversation is the Strategic Planning for Equity, Inclusion and Diversity toolkit, which helps units develop an E&I plan for their organization.
Step 1. Culture Assessment
This process included interviews with stakeholders, a custom online survey for all IST staff, and interviews with a random sample of 10% of the employee population. View Culture Report
Step 2. Leadership Planning Meeting/Ongoing Coaching
Upon survey close, Civility Partners held an in-person leadership meeting to discuss the survey results, and next steps. And, throughout the culture change process, we are having 60-minute coaching sessions every other week, eventually moving to once per month over time.
Step 3. Create an Action Team
One mistake many company’s make in culture change is relying too heavily on the leadership team. While culture design starts at the top, employees should be more involved in change than most organizations allow. Civility Partners has worked to select the right team members to represent all levels of the organization. Meet the Action Team
Step 4. Develop Strategic Plan for Addressing Survey Data with Action Team
Civility Partners will work with the action team to identify strengths and opportunities for improvement in the survey, and then develop a strategic plan for solving them. This is the first of three strategic plans. <insert link: Strategic Plan for Culture Change>
Step 5. Create Department-Specific Core Values
Civility Partners, with The Action Team, will partner to develop core values, using insight provided by the IST workforce. Core values become the guiding light for culture change, as the Action Team then seeks to create plans around helping the workforce live those values.
Step 6. Provide Assets As Needed
Often as Civility Partner's clients make change, they require updated processes or insight on how to do them. For example, some clients have requested onboarding programs, updated performance management systems, rewards systems, teambuilding assets, and more.
Step 7. Provide Necessary Training As Needed
Naturally, anytime there is change, people need to understand what it means for them and their behavior. Trainings offered will vary depending upon the assessment results.
Step 8. Strategic Plan for Culture Change with Action Team
By now the first strategic plan focused specifically on resolving the issues identified in the survey will be coming to a close, and the Action Team can focus on creating a second strategic plan, focused on real culture change and positivity.
Step 9. Re-Do Culture Assessment
At the one-year mark, we will conduct the survey again to determine success and opportunities for improvement.
Step 10. Srategic Plan for the Future
At this time, there will be places where the organization has improved, and places where more work is needed. Civility Partners will assist the Action Team in creating a third and final strategic plan.