Building an inclusive and high-performing culture
In today’s volatile world, your organizational culture is the key to remaining and thriving. At Humance, we help organizations leverage their unique culture to navigate disruption with determination, precision, and strategic focus.
Inclusion—driver of innovation
Culture strategy and alignment
Build a clear cultural vision that drives the needed behaviors and performance while uniting your team around shared values and purpose.
KEY POINTS
- Understand your Culture – Fully comprehend your current culture.
- Identify the gaps – Compare your current culture with the desired state and identify the gaps.
- Align with strategy – Connect culture to business or transformational goals.
- Define Purpose and Core Values – Articulate your ‘why’ and core values to establish clarity, consistency, and alignment across the organization.
- Cultivate Belonging –Build an environment where everyone feels valued and included.
- Link Culture to Performance –Drive results through cultural behaviors and accountability.
- Communicate Clearly – Ensure the culture is consistently communicated and reinforced.
- Empower Leadership –Equip leaders to model and champion the culture.
- Measure and Adapt – Continuously track progress and adjust as needed.
Culture strategy and alignment
Build a clear cultural vision that drives the needed behaviors and performance while uniting your team around shared values and purpose.
KEY POINTS
- Understand your Culture – Fully comprehend your current culture.
- Identify the gaps – Compare your current culture with the desired state and identify the gaps.
- Align with strategy – Connect culture to business or transformational goals.
- Define Purpose and Core Values – Articulate your ‘why’ and core values to establish clarity, consistency, and alignment across the organization.
- Cultivate Belonging –Build an environment where everyone feels valued and included.
- Link Culture to Performance –Drive results through cultural behaviors and accountability.
- Communicate Clearly – Ensure the culture is consistently communicated and reinforced.
- Empower Leadership –Equip leaders to model and champion the culture.
- Measure and Adapt – Continuously track progress and adjust as needed.
Diversity, Equity and Inclusion (EDI)
Create diverse teams, reflecting today’s world, that fuel creativity and drive success with overall inclusive practices.
KEY POINTS
- Build Diverse Teams – Reflect today’s world with talent from all backgrounds and unicities.
- Create True Inclusion –Make every voice heard and empowered to make a difference.
- Ensure Equity –Guarantee equal opportunities for growth and advancement.
- Lead inclusively – Empower leaders to champion inclusivity.
- Leverage Perspectives –Drive innovation through diverse viewpoints.
- Eliminate Bias: Remove bias from recruitment & selection, performance management, and daily practices.
- Educate for Change –Deliver impactful training and awareness.
- Track Progress – Be accountable for measurable outcomes.
Diversity, Equity and Inclusion (EDI)
Create diverse teams, reflecting today’s world, that fuel creativity and drive success with overall inclusive practices.
KEY POINTS
- Build Diverse Teams – Reflect today’s world with talent from all backgrounds and unicities.
- Create True Inclusion –Make every voice heard and empowered to make a difference.
- Ensure Equity –Guarantee equal opportunities for growth and advancement.
- Lead inclusively – Empower leaders to champion inclusivity.
- Leverage Perspectives –Drive innovation through diverse viewpoints.
- Eliminate Bias: Remove bias from recruitment & selection, performance management, and daily practices.
- Educate for Change –Deliver impactful training and awareness.
- Track Progress – Be accountable for measurable outcomes.
Elevate trust, empowerment and belonging
Foster accountability by making every employee feel valued, heard, and integral to the mission. When people belong, they perform.
KEY POINTS
- Lead with Transparency –Ensure open, honest communication at all levels to build trust.
- Create a Growth Mindset –Encourage employees to embrace challenges and learn from mistakes, knowing they are supported every step of the way.
- Recognize and Celebrate – Regularly acknowledge contributions to make employees feel valued.
- Empower Collaboration – Build a culture of respect and shared goals for collective success.
- Drive Accountability – Hold everyone responsible for outcomes and continuous growth.
- Model trust at all levels – Empower individuals to make decisions and own their roles.
- Connect to Purpose – Ensure all employees understand the purpose and can see the direct connection to their work.
- Champion Whole-Person Well-Being: Prioritize the mental, physical, and emotional health of every employee, supporting their full potential.
Elevate trust, empowerment and belonging
Foster accountability by making every employee feel valued, heard, and integral to the mission. When people belong, they perform.
KEY POINTS
- Lead with Transparency –Ensure open, honest communication at all levels to build trust.
- Create a Growth Mindset –Encourage employees to embrace challenges and learn from mistakes, knowing they are supported every step of the way.
- Recognize and Celebrate – Regularly acknowledge contributions to make employees feel valued.
- Empower Collaboration – Build a culture of respect and shared goals for collective success.
- Drive Accountability – Hold everyone responsible for outcomes and continuous growth.
- Model trust at all levels – Empower individuals to make decisions and own their roles.
- Connect to Purpose – Ensure all employees understand the purpose and can see the direct connection to their work.
- Champion Whole-Person Well-Being: Prioritize the mental, physical, and emotional health of every employee, supporting their full potential.
Employee engagement, your shield in times of uncertainty
Focus your engagement efforts to ensure your workforce remains motivated, committed, and resilient. In times of challenge, a resilient workforce is one of your strongest assets. Help your employees feel secure and empowered to navigate obstacles, stay aligned with the company’s goals, and drive sustained success.
KEY POINTS
- Assess the state of your team’s engagement – Gain a comprehensive understanding by assessing all the available data and adding some tools such as surveys, interviews, and performance metrics, identifying both strengths and opportunities.
- Put in place an aligned engagement strategy at a global, department, and leadership Level – Ensure that your strategy fosters cohesiveness and reinforces your organizational culture:
- Manage purposely the engagement of your team – Set clear, actionable engagement goals aligned with both employee experience and overall business outcomes.
- Adapt your engagement data gathering initiatives to your strategy – Use the right tools tailored to your organizational reality and goals, ensuring that surveys, feedback loops, and other methods encourage maximum participation and provide honest, actionable insights.
- Implement initiatives – Launch initiatives that focus on key areas of engagement, including open communication, equity, employee recognition, career development opportunities, well-being programs, and leadership training.
- Actively involve leadership at all levels – Ensure that leadership at all levels is actively involved in fostering engagement within their teams.
- Measure and adjust engagement efforts regularly – Regularly measure the effectiveness of your engagement strategy and adjust efforts to ensure it remains dynamic, continuously evolving to meet the needs of both your employees and the business.
Employee engagement, your shield in times of uncertainty
Focus your engagement efforts to ensure your workforce remains motivated, committed, and resilient. In times of challenge, a resilient workforce is one of your strongest assets. Help your employees feel secure and empowered to navigate obstacles, stay aligned with the company’s goals, and drive sustained success.
KEY POINTS
- Assess the state of your team’s engagement – Gain a comprehensive understanding by assessing all the available data and adding some tools such as surveys, interviews, and performance metrics, identifying both strengths and opportunities.
- Put in place an aligned engagement strategy at a global, department, and leadership Level – Ensure that your strategy fosters cohesiveness and reinforces your organizational culture:
- Manage purposely the engagement of your team – Set clear, actionable engagement goals aligned with both employee experience and overall business outcomes.
- Adapt your engagement data gathering initiatives to your strategy – Use the right tools tailored to your organizational reality and goals, ensuring that surveys, feedback loops, and other methods encourage maximum participation and provide honest, actionable insights.
- Implement initiatives – Launch initiatives that focus on key areas of engagement, including open communication, equity, employee recognition, career development opportunities, well-being programs, and leadership training.
- Actively involve leadership at all levels – Ensure that leadership at all levels is actively involved in fostering engagement within their teams.
- Measure and adjust engagement efforts regularly – Regularly measure the effectiveness of your engagement strategy and adjust efforts to ensure it remains dynamic, continuously evolving to meet the needs of both your employees and the business.
Fortify your efforts with
our INCLUSION development path
More than online learning, this virtual development path addresses the major challenges many organizations face.
Combining micro-learning and development activities, it is designed with the business realities of learners in mind.
Stimulating and ready-to-use content to help your employees better understand the efforts your organization is undertaking in equity, diversity, and inclusion (EDI).
l’Accélérateur culturel Humance
L’Accélérateur culturel Humance est un modèle clair et opérationnel pour agir rapidement et efficacement sur quatre leviers structurels essentiels :
PERFORMANCE
Ce qu’autorise véritablement votre culture dans l’action collective
La performance ne dépend pas de la pression individuelle, mais de la clarté stratégique, de la cohérence comportementale et de la responsabilisation collective.
Résultat : moins d’énergie gaspillée, plus d’efficacité collective, une croissance durable.
ALIGNEMENT
Ce qui est clair, cohérent et constant dans votre organisation
L’alignement transforme vos intentions en réalité tangible en harmonisant vos systèmes internes, vos pratiques d’équipe et votre visibilité stratégique sur les aspects les plus importants.
Résultat : réduction des coûts cachés liés à l’incohérence et amélioration de la mise en œuvre des priorités.
RÉSILIENCE
Ce que votre organisation apprend, intègre et transforme lorsqu’elle est sous pression
La résilience organisationnelle dépend de l’intégrité relationnelle, de la capacité à gérer les conflits et de l’agilité collective face aux perturbations.
Résultat : une organisation stable, adaptable et efficace dans la gestion de l’incertitude.
INCLUSION
Ce que vous choisissez activement de voir, de valoriser et d’intégrer au quotidien
L’inclusion est un concept qui englobe l’accès réel à l’influence, la sécurité psychologique et la justice organisationnelle. Elle permet à l’intelligence collective de s’épanouir pleinement.
Résultat : innovation accrue, moins de roulement et de conflits latents, meilleure rétention et engagement des talents.
Contact us
Humance will guide your efforts to create an inclusive culture and a more attractive and viable organization!
Our culture and inclusion news
Inclusion isn’t a thing of the past. It’s evolving.
Opening our eyes to culture—especially in times of crisis
Marie-Chantal Paris appointed Leader, Culture and Inclusion at Humance
Nadia Ferrah appointed Leader of Equity, Diversity, and Inclusion (EDI)
