Equity is at the heart of all the work we do. At Cabral Co, we Fight For Fair (F3), meaning we ask the questions about access, opportunity, support and investment that reveal where you have the greatest opportunity to make the biggest impact on your organizations culture.

While many consider the work we do DEI or Diversity, Equity and Inclusion, we see what we do as teaching people how to be good humans – especially in the workplace.  Our approach is less about memorizing definitions or shaming people into a PC version of “workplace courtesy,” and more about equipping leaders with the tools to help them navigate engaging and connecting across the inevitable differences among us.  

The fact is that as long as we are living and working, we will encounter differences. We have ample data that says that future generations are increasingly more diverse in both identity, experience, and perspective.  Data also says that when folks feel a sense of belonging at work, they perform better.

We help leaders build and strengthen the skills they need to grow meaningful relationships with their teams, recover when they misstep and engage in challenging discussions skillfully and responsibly. We help organizations embed policies and practices that hold everyone accountable to sustaining a healthy and inclusive culture.

Whether you’re considering job applicants for an open position, designing a product, engaging stakeholders, or putting together a task force or working group, keeping equity and inclusion at the forefront helps to ensure you are always engaging a range of perspectives beyond the status quo and doing so with fairness and intention.  Inclusion and equity done well goes beyond internal goals and objectives, it shapes how your employees experience their whole lives.

Our global client roster spans multiple sectors and industries. When it comes to inclusion and equity, we always start by:

• Establishing a Common Language: Embedding inclusion and diversity into your organization begins with establishing baseline learning about the topic and establishing a common language of Inclusion across the organization.
• Identify Behavior Shifts: Determining the behaviors and policy changes within your organization that will elevate and automate equity is crucial to shifting the organization’s culture. Once inclusive behaviors, tactics and policies are identified, expectations and accountability can follow.
• Create Sustainable Next Steps: Developing a plan to continuously progress along the equity journey through messaging, goal setting, tactics, tools, and resources help ensure learnings are weaved into the identity of the organization.