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Diversity, Equity, Inclusion, Belonging

Organizations with the best cultures embrace diversity of race, ethnicity, gender, sexual orientation, age, disability status, and other attributes.  Teams that are diverse bring multiple perspectives to problem solving and more accurately reflect client and customer demographics.  These teams are infused with the benefits of a multicultural approach. 

Diversity initiatives within organizations represent a necessary response to changing population demographics, a shrinking world due to technology and increasing sophistication among employees and customers about the value of diversity.  In addition, employees expect and need work environments in which all are treated fairly and diverse backgrounds are sought out. 

Diversity and its necessary companion, inclusion, have direct impact on the bottom line.  Among the reasons for this is that clients and customers demand that their vendors and consultants have embedded, formal diversity goals and strategies that are measured and reported on, with accompanying informal, cultural elements that mandate and reward attitudes and behaviors that are diverse and inclusive.

Diversity and inclusion (D&I) often are discussed as standalone, separate functions in organizations.  The function actually has evolved now, with ideas of organizational culture. 

Impact of D&I on Brand

Jaya believes that D&I are components of effective workplace cultures.  Rather than viewing them as separate, she integrates them into all aspects of interpersonal relationships and communication, employee engagement, leadership development, cross-function collaboration and management.

Jaya Bohlmann offers diversity and inclusion consulting and coaching.  Her areas of emphasis:

1. Diversity recruitment

2. Training regarding diversity, inclusion, and multicultural

3.  Diversity mentor, coach and sponsor programs

4. Leadership and manager communication training related to multicultural, multi-generational, and otherwise diverse employees and teams.

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