Align Culture & Values to Move Beyond Diversity & Inclusion

Identify areas of cultural concern where corporate and individual values clash, and explore additional misalignments through guided suggestions and deeper analysis.

Survey your employees to uncover real concerns using anonymous surveys and focus groups with proper permission. Ask open-ended and Likert-scale questions, ensure confidentiality, and take notes rather than recording.

Identify pre-existing resources like climate assessments and exit interviews, access aggregated data through human resources, consider privacy constraints, and analyze alignment with organizational values to shape training.

Explore what values mean in your company and for employees, and learn how cultural alignment with those values drives success while preventing misalignment from derailing progress.

Core values shape an organization's culture by guiding internal behavior and external relationships, and are usually summarized in a mission statement for both large and small businesses.

Align individual values with organizational values through a word cloud exercise, showing how personal values can strengthen company culture when integrated with core values.

Clarify how each role enables others and sustains the whole organization, from finance clerks to front-line staff. See how this perspective strengthens culture and aligns values beyond diversity and inclusion.

secure leadership buy-in by appointing a champion and presenting a clear outline, securing verbal and written support to walk the walk and align culture with values.

Guard against cultural drift by continually reinforcing your culture and values through recurring alignment training for leaders and all new employees to inoculate against degradation.

Explore how to internalize values and culture by connecting lessons to students’ lives, applying domains of learning and writing course objectives, using classroom methods to strengthen online culture and values.

Explore Bloom's taxonomy to understand cognitive, psychomotor, and affective domains, and learn how internalizing values and culture through affective learning shapes workplace behavior.

Develop objectives using the affective domain pyramid, guiding students from receiving and responding to valuing, organization, and characterization to internalize values and align with organizational culture.

Facilitate open conversations that surface cultural concerns through a guided, non-attribution session, supported by leadership messages and HR safeguards, to listen respectfully and clear the air.

Empower organizational culture to speak out without retaliation by senior leaders reinforcing in-person messages, enabling peers to challenge misaligned behaviors and uphold company values.

Ethical simulators present moral dilemmas rooted in your organization's core values, guiding students to align personal values with the company values through guided discussion and peer scenarios.

Explore how the Kirkpatrick four-level evaluation guides you to plan backward from results to measure responding, learning, behavior, and culture alignment through surveys and climate assessments.

Align culture and values with organizational purpose by using leading indicators to boost retention, reduce costs, and improve productivity, measured through assessments and testimonials.

Align values to improve company culture by showing how to sync student values with your organization, plus tools to reinforce learning and methods to prove impact.