Recent studies have shown that strong financial performance for companies is directly impacted by high levels of gender, ethnic, and cultural diversity. Many organizations and institutions have invested in efforts to diversify their workforces to include more women, racialized people, and marginalized groups. Often, these initiatives are focused on hiring and are executed by Human Resources departments. However, these HR diversity initiatives rarely address equitable employment outcomes beyond hiring, including succession and conflict resolution.
Traditional human resources management was not designed to address inequitable outcomes for marginalized groups. This, paired with a culture of meritocracy and neoliberalism which suggests that hard work and intelligence are what determines who succeed, makes it difficult to acknowledge and address the systemic oppression that is intertwined in organizations and the lack of employment equity at play. As a result, diversity fails to reach beyond entry level positions, executive tiers are homogenous in race and gender, pay inequities arise, employee conflict is frequent and satisfaction is low, and the turnover, especially for staff from equity-seeking groups, is high
Kojo Institute supports human resources departments to ensure equitable outcomes for their staff in recruitment, succession, and the day-to-day experiences of the workplace. To direct our clients towards more equitable human resources diversity outcomes, we complete consultations with the staff to understand the key concerns and analyze disaggregated identity-based data to identify disparities in staffing. From these results, we facilitate professional development for human resources leaders and staff and assist in driving organizational culture change and the creation and implementation of policies, procedures, and mechanisms that are relevant and specific to the organization.
Through our work together, our clients’ HR teams become more conscious of how the normal ways of operation create inequitable outcomes and more capable of addressing these issues effectively. They set equity-based goals at the centre of their approach to diversity and have an actionable plan to achieve them. This leads all staff, including those from equity-seeking groups, to have greater trust and confidence in the organization and its HR department because they feel heard, served, and considered by its policies and practices. While more complaints may be raised initially as staff begin to feel more confident that their issues will be resolved, in the long term, there are fewer conflicts, organizational crises, human rights commission filings, and less staff unionization.
- Engaging the Board of Directors
- Impacting Staffing Strategies
- Examining the Accountability Framework
- Maximizing the Use of Data
- Implementing Fresh Training and Learning
- Amplifying Communications Strategies
- Widening Community and Stakeholder Relations
- Revisting Service or Business Models
- Equity & Human Rights
- Diversity & Inclusion
- Anti-Racism & Anti-Oppression
- Unconscious Bias
- Employment Equity
- Human Resources Diversity
- Organizational Culture Change
- Executive Coaching
- Community Consultations
- Content & Research Development
- Keynotes & Guest Lectures
- Multi-Session Programs
KOJO Institute leads executives, managers and organizations through an innovative approach that reconstructs their paradigms and systems connected to equity, diversity and inclusion. We amplify the vision for change through deep-dive explorations that identify the scope, segment competencies and quantify resources required to birth social innovation.
With a clear focus on client expectations, we aim to produce actionable frameworks and solutions that ultimately better the lives your people and organization. Contact us.
We thought we already had a pretty good handle on equity, diversity, inclusion and unconscious bias, but Kike’s presentation was enlightening. I have used her concepts several times since. Her style is energetic and engaging and she has a very positive manner. Our thirteen board members were engrossed by her work. Extremely effective.
Kike Ojo has the depth, knowledge and experience to engage participants of diverse backgrounds with highly complex subject matters that are relevant to all organizations. The sheer brilliance of her mind and ability to connect ideas is masterful, which allows everyone in the room to powerful moments of learning.
Kike’s style of facilitation and training is extremely effective; she provides the raw truth wrapped in empathy and understanding. She helped Peel establish a strong and lasting focus on anti-oppressive practices resulting in Peel leading the way across the Province.
I rate Kike’s influence as one of the most substantial in the development of MSW students. She engages them with interesting ideas and invites their participation in dialogue, stretches them to consider what needs to change in organizations to ensure that children and youth of colour get a fair start in life.
The Diversity & Equity training session delivered by Kojo Institute had our participants locked, leaning in and totally focused. Kike was phenomenal!
Often people say Anti-racism and Anti-oppression training does not work. After Kike’s training session for OCAD University academic leaders, we have had hard follow up conversations about “where are the fences” in our institution. This was possible because of the foundation, concepts and language that Kike provided us.