iCAT™ Tool

Organizations who employ diverse workforces better understand customer needs, are more proactive managing costs and opportunities, and are poised to thrive in a global economy. This competency helps practitioners maximize DEIA efforts using traditional business principles.

The art of delivering your message effectively is vital. Multicultural communication skills are essential for building strong relationships and setting a positive example for others. This competency guides practitioners in initiating and mediating complex discussions with confidence and respect.

Leadership in the DEIA space is complex, especially in large organizations. Mastering this competency allows executives to develop formal frameworks that advance DEIA work while navigating competing dynamics and priorities.

An inclusive environment is intentionally designed, nurtured, and supported. DEIA leaders learn to operate a best-in-class effort that fosters equity, defines inclusive excellence, and achieves a discrimination- and harassment-free work environment.

Diversity leaders are challenged to confront age old assumptions about unconscious bias. This competency identifies implicit associations that lead to discrimination, inequality, and exclusion and presents effective techniques to overcome stereotypes and biases.

Global business activity continues to bridge international cultures. DEIA leaders understand the challenges of cultural integration and how to overcome them, positioning them to counsel leadership about potential problems and opportunities.

DEIA leaders play a critical role in driving innovation at their organizations. Fostering a culture of inclusion and diversity of thought can lead to the development of new and innovative products, services, and processes.

Demographic shifts have a major impact on the workforce and marketplace. Diversity leaders analyze demographic data to develop effective DEIA strategies for service delivery, talent management, marketing, communications, competitive positioning, and more.

DEIA leaders need to be prepared to adapt their strategies to meet the needs of the changing workforce and marketplace. This competency helps leaders evaluate how DEIA efforts have evolved and prepares the organization to adopt forward-thinking practices and strategies.

Collecting data or sharing research reports is not enough. DEIA executives must provide insight into how the data will impact the organization now and in the future. Beyond assumptions or opinions, data allows the organization to benchmark its people, policies, and practices against competitors and other best-in-class enterprises.