Cultural Competence: Multiculturalism & Diversity Consultation

Fellows Corporate Consortium, LLC (FCC) an Industrial/Organizational Psychology, Development, Change Research and Consulting firm, partners with organizations to (1) build capacity in organizational and people performance, (2) congruence in organizational strategy & action and (3) research that informs the organizational and human decisions to ensure success and sustainability of client systems.

Fellows Corporate Consortium, LLC (FCC) believes that Cultural Competence: Multiculturalism & Diversity in client systems are best embraced and enhanced by ensuring that the values, beliefs and assumptions driving organizational strategy are aligned with the cultural norms, values, history and perspectives of partnering clients -- instilling value, respect, collaborative participation and added influence to build congruent systems that are sustained for the long term in business.

Client systems are best embraced and enhanced by ensuring that the values, beliefs and assumptions driving organizational strategy are aligned with the cultural norms, values, history and perspectives of partnering clients -- instilling value, respect, collaborative participation and added influence to build congruent systems that are sustained for the long term in business.

Our firm approaches the creation of cultural competence through a data driven approach to people and organizational performance in six categories: governing board principles, formal policies and procedures, human resource characteristics, change management strategies, and cultural-diversity norms. Based on the findings of a researched driven instrument, strategies are developed with the client to "close the gap" between the desired outcomes of the partnering organizations and the human dynamics that allow for completion of all organizational outcomes.

Upon identification of the critical dynamics and identification of strategies that allow for success, our firm builds (1) training and development systems for cultural competency development, (2) mentoring and executive coaching services to ensure success of each leader and manager, (3) simulation strategies to build requisite skills among teams charged with achieving international, local, regional, and diversity goals of the organization, and (4) new research projects to enhance the knowledge base of the client system. Follow-up with organizational clients occur three, six and nine months after the initial partnering interventions with strategies crafted to ensure long term success over a four year period.

Cultural Competence: Our firm approaches the creation of cultural competence through a data driven approach to people and organizational performance in six categories: governing board principles, formal policies and procedures, human resource characteristics, change management strategies, and cultural-diversity norms. Based on the findings of a researched driven instrument, strategies are developed with the client to "close the gap" between the desired outcomes of the partnering organizations and the human dynamics that allow for completion of all organizational outcomes.

Upon identification of the critical dynamics and identification of strategies that allow for success, our firm builds (1) training and development systems for cultural competency development, (2) mentoring and coaching services to ensure success of each leader and manager, (3) simulation strategies to build requisite skills among teams charged with achieving international, local, regional, and diversity goals of the organization, and (4) new research projects to enhance the knowledge base of the client system.
Follow-up with organizational clients occur three, six and nine months after the initial partnering interventions with strategies crafted to ensure long term success over a four year period.

Cultural Competence: In the context of addressing language barriers: Becoming competent in language is an easy skill for firms and organizations to maintain based on programs for language immersion. What is difficult, yet a strength of our firm, is the ability to craft meaning from the "usual language barriers" to ensure successful communication among client systems. Many members of the firm speak multiple languages. At this writing, Spanish, French, German, Chinese, Hebrew, Swahili and English are the languages of fluency within the firm.

Language however is a misnomer when one thinks of diversity; it is the understanding of the cultural rules, norms and imperatives that drive thinking and action that become critical for the successful alignment of values, beliefs and assumptions that drive professional and personal choice. We are a firm committed to ensuring that all cultural factors driving thought and action are understood and actualized in organizational planning.

Strategies for Communicating with Employees with Limited English & literacy skills: All members of the firm are experienced and seasoned educators, having learners from over 72 countries, and each member of the firm is well versed in multiple communication strategies. We are each focused on movement beyond Bloom's Taxonomy for learning, change and growth and practice skills critical to successful communication with persons from varying ethnic groups, cultures, and age groups on a daily basis. Our strategies are face-to-face, electronic, simulation, case study and non-verbal in accordance with cultural norms and mores. We have been successful in every venue undertaken.

Accommodating & Inclusiveness in the Workplace for Persons With Disabilities:
All consultants within our firm are familiar with the American with Disabilities Act, the Family Medical Leave Act and all their revisions. One of the major partners of the firm is disabled [according to the legal acts] and has fully educated all others within the firm to respond with sincerity, compassion, and care in working with all who may be impacted by a legitimate disability.

Compliance Evaluation Process: A member of our firm is always appointed "Chain of Custody and Compliance Evaluator" for every project undertaken by the firm. This process is initially crafted in conjunction with the client organization to ensure that they are cognizant of the steps that will be used in Analysis, Planning, Intervention and Maintenance, and, that they are aware of the steps of decision authority that arise from dialogue and contractual arrangement prior to any decision occurring on the part of the consulting entity. All presentations to the client system will include the compliance evaluation process including project-managed charts that allow for easy follow-through of all parties.

Diverse Workforce Strategies: Framing the business logic for diversity by moving beyond mandates: Our firm utilizes a multi-faceted Strategic Planning process that focuses on mission, vision, performance gaps, contingency plans, and functional performance outcomes…similar to traditional strategic planning methods; however, we additionally build into the plans belief and thought styles, diversity plans, values and assumptions in a fifteen-part system of congruency development for people and systems.

Strategic Linkage: Critical to this strategy is the linkage of strategic, operational, and performance plans for each person within the organization in a collaborative-modeled tiered plan for change and performance.

Recruiting, retaining & developing a diverse workforce: Valuing Diversity through creating an inclusive environment: Recruitment, selection, and training/development systems are a mainstay of our work in human resource development and planning. We consistently create plans that are unique to organizational missions and goals and use a four capital model of retention and development that allows the organization to achieve its goals. We have provided these services to numerous client systems…private, non-profit and government.

Diverse Succession Plan Strategies: Succession planning has involved cross-training programs, special projects, leadership development strategies, mentoring and coaching systems, nifty-fifty plans and diversity inclusion programming in the development of regional, national and international strategies. We have provided these services to numerous clients

Diversity Councils and Affinity Groups: An effective tool for diversity enhancement: Although diversity councils and affinity groups are often used for diversity enhancements, we have found that the breakdown of the group's effectiveness is based on their special status. Thus we have devised diversity projects that required collaborative modeling of the diversity and affinity councils with mainstream units of the organization and include the creation of educational, socio-economic, cultural, and spiritual dynamics that increase awareness within the organization.

Benchmarking Performance Through Diversity Scoreboards: We have used diversity and balanced scoreboards for benchmarking performance. We have also developed numerous evaluation systems that allow for benchmarking and used the results to enhance the research activities that are created to increase the knowledge base of the organization.

Mentoring Program Strategies: We have created numerous mentoring program and have used the process to educate organizations on development versus performance strategies within organizations and how to create more effective alignments between people and systems.

Employment Law as Diversity Law: Our work with organizations often has them re-evaluating their plans, policies, procedures and practices to reduce the incidence of employment and labor law violations. We simultaneously create training and simulation programs to "shore" the skill sets necessary for successful compliance and "beyond compliance" strategies. These issues are also different in varying international environments, thus, we help organizational members understand appropriate actions available when in other environs.

Gender Identity: The Impact of Corporate Acknowledgement: We are sensitive to the issues that are embedded within organizations that create value toward diversity outcomes and have created strategies in numerous organizations and educational institutions to bridge the gap. These issues have also been important in helping employees understand the nuances of the issues in Asia, Europe, Africa, South America and Canada.

Effective Communications: Generation X and Generation Y “Millenials” Through Retirement: Communication is different for baby boomers, gen-xers, and gen-yers or “millennial” workers, and how they value and sense their priorities in the workplace. We provide training and development activities to help all groups hear and respond to, rather than react against one another in the work place. These actions have substantively increased the team-based actions of organizations.

Workplace Mental Health Strategies: Our firm, in a myriad of ways, has responded to issues of mental health within organizations. From Employee Assistance programs, coaching and mentoring programs, referrals to Clinical and Organizational Psychologists and program monitoring for the organization to reduce their overall risk have been key to our work with client systems. Training and development strategies have all been used to guide the overall improvement of skills and knowledge of the management and leadership of the organization to recognize and alter current operational strategies.

Multicultural Development: Numerous programmatic strategies exist in working with clients on multiculturalism; however, the values, beliefs and assumptions coupled with existing plans guide the scope, depth and breadth of work that we can accomplish. We can provide educational, training and development, mentoring, coaching, simulations and other activities to achieve the work required for changed success.

Attracting New Customers Through Diversity Strategies: Diversity strategies that best attract customers are those strategies that potential customers see as congruent, inclusive, balanced and fluid. To that end, the strategies that balance the values of a community or marketplace with the visual and written look of inclusion are those strategies that attract most. Our marketing staff in alignment with our consultants can create strategies that marry the values of the company with the inclusion critical to the attraction of new customer streams.

Transgender: The New Face of Diversity: Gender and sexual identity inclusions are becoming more difficult when public outcries occur within communities where your organization operates, and the public views will change based on the differing locations. Nevertheless, there is an ever-increasing pride and acceptance of people's sexual orientation, such that organizations are recognizing that it is good business sense to be inclusive of all persons in the work place. Our firm has always been challenged to be responsive and engaged in understanding the sexual nuances that drive personal and organizational action. We have created numerous strategies that have "healed the rift between people and systems" and can co-create with any organization strategies that honor the values and beliefs of the organization.

In terms of strategies offered centering on the aforementioned areas impacting the workplace, we offer strategies in the area of organizational psychology, organizational development, organizational behavior, behavioral management, mentoring, executive coaching, training, development and retention. In many cases, these differing strategies can be applied to the aforementioned areas that we have listed.

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