Diversity in the form of social identities (e.g., race, gender, religion, etc.) and perspectives (e.g., ideas, values, etc.) enhances innovation within organizations. The true potential of diversity is unlocked when individuals feel included and their uniqueness is respected. CMA helps organizations by providing scientific evidence to demonstrate the importance of DE&I efforts and identifying opportunities for improvement. CMA supports individuals and leadership teams through the oftentimes tough work inherent in acknowledging bias and reorienting systems to be supportive of all.

Our Unique Process

CMA seeks to understand each organization’s (1) history of DE&I practices, (2) goals for DE&I, and (3) gap between their current state and desired state. Given CMA’s expertise in individual and organizational change, CMA seeks to better understand what has been helpful in moving the organization closer to their desired state and what has been a barrier. Barriers may be individual (e.g., fear of “saying something wrong”) or organizational (e.g., unintentional biases embedded in interview procedures). Identifying, naming, and breaking down these barriers is often a powerful way to help organizations increase diversity, equity, and inclusion.

The most effective DE&I efforts are situated within deep and broad organizational goals. It is recommended that DE&I be included in strategic initiatives and that specific outcomes be defined and measured on a regular basis.

CMA’s work with DE&I pervades all parts of CMA’s services – assessment, coaching, strategic planning, etc. Acknowledging the value of diversity and supporting inclusion with our clients is foundational to our work as psychologists.

CMA has developed a number of workshops and presentations to address the ongoing need within organizations to understand DE&I. The most common workshops relate to Implicit Bias, Microaggressions, and Bystander Interventions. Content has also been developed around Asian Americans in Leadership and Women at Work.

Embedded within all of our DE&I work is the emphasis on evidence-based practice, the relevance of historical context, and the inherent comfort with discomfort that these conversations may often elicit.