Our Solutions
Adler on Enterprise Inclusion
Creating a culture of inclusion is necessary for organizations undergoing change. And whether that change is being driven by diversity initiatives, creating new capabilities, through M&A, or anything else, understanding the pathways to inclusion is integral in driving positive change forward.
Adoption vs. Resistance
Whether it’s a new capability, a new acquisition, or a group consisting of new cultures, identities, or ethnicities, there is always a flow of current that runs in both directions: Adoption and Resistance.
Adler identifies the points of friction.
But understanding the struggles achieving inclusion is much more nuanced. It isn’t as simple as saying inclusion is or isn’t happening. Adoption and resistance flows at different rates within an organization and meets different levels of friction in different places in the organization.
Adler observes changes in impact over time.
Once root causes are isolated and hypotheses are established, strategies can be applied to the organization to drive change. But is it working? Or rather, what’s working when and why? Observing the impact of changes made over time is the feedback loop necessary in truly resolving inclusivity blockages.
Adler drives insights from the data you already have.
And instead of requiring organizations to design new research methods or create surveys that require a minimum number of participants, Adler leverages the data that organizations already have: Communication Data.
Adler is 100% Private and Secure.
No communication data is stored or shared, making Adler 100% private and secure. In fact, your data today is probably being leveraged to improve advertising targeting, stored to build up datasets that can be sold to institutional investors, and leveraged for sales and marketing. Adler on the other hand has no interest in your data for those purposes, and as a result, stores none of it, and only provides you the insights to help you grow.
And the entire process requires little to no setup or data entry.
We leverage a principle called ‘Installing Lighthouses.’ So, whether it’s one person in an organization or several, each of Adler’s lighthouses is able to build insights from very little data. There are no surveys to write or complete. Adler simply starts running in as little as a few hours with almost zero set up to provide a truly ‘hands-free’ approach to executive partnership.