Organizational Culture Change

Facilitating equity-centred organizational culture change

Organizational Culture Change

The Challenges

Organizational culture describes the values, behaviours, and norms that guide the way an organization operates. While organizational culture is rarely found in any official document or policy, it can generally be observed in what is applauded, rewarded, and treated as best practice and good behaviour. The culture of an organization determines, for example, whether staff is innovative or risk-averse, competitive or collaborative, driven by profits or by results. It also has a significant and mutually-inclusive relationship with organizational equity.

It is much easier for equity to take root in good organizational cultures that value innovation, embrace difference, and implement open door and whistleblower policies.

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However, poor organizational cultures tend to be marked by authoritarianism and ineffective leadership, fear and exclusion, an unhealthy divide between lower level and senior staff, and a lack of communication. Under these conditions, inequity flourishes.

These issues go unresolved because, in these poor cultures, there is no opportunity for lower level staff to communicate their perspectives and concerns, difference is not acknowledge or accommodated, and leaders who fear they may lose their positions if equity is centred push back against any attempt to do so.

Organizational Culture Change

Our Solutions

Kojo Institute guides clients towards organizational culture change that centres equity as a core value. We begin by determining a baseline on how staff and clients/service users feel about the organization through a qualitative assessment of the current culture. This includes anonymous engagement processes like focus groups and progressive excellence frameworks to determine what makes staff and services users think and feel positively or negatively about the organization. With this information as our foundation, we devise a multi-dimensional plan rooted in equity frameworks to address the issues that are uncovered.

As this customized plan is implemented and the organization’s culture begins to shift, our clients see, better employment equity, more content staff, lower turnover, higher retention, and greater client/service user satisfaction. This improved culture also means that staff will feel seen and not just present. They will trust that their differing experiences and identities will be considered and respected, and when they voice concerns, they are confident they will be addressed.

8 Levers To Organizational, Institutional and Systems Change

  • 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

What We Do Well

  • Equity & Human Rights
  • Diversity & Inclusion
  • Anti-Racism & Anti-Oppression
  • Unconscious Bias
  • Employment Equity
  • Human Resources Diversity
  • Organizational Culture Change

How We Prepare You

  • Training
  • Executive Coaching
  • Community Consultations
  • Content & Research Development
  • Keynotes & Guest Lectures
  • Conferences
  • Multi-Session Programs

Building Transformation Skills

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.

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