Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.
Inclusion is involvement and empowerment, where the inherent worth and dignity of all are recognized. An inclusive environment values and practices respect for the talents, beliefs, backgrounds, and ways of living of its members. If you don’t intentionally include, you will unintentionally exclude.
Belongingness is the human emotional need to be an accepted member of a group. People tend to have an ‘inherent’ desire to belong and be an important part of something greater than themselves.
Benefits of Diversity, Inclusion and Belonging
We work with organizations to enable sustainable growth through improved Diversity, Inclusion and Belonging, transformed employee and team performance, and cultural transformation. We apply the principles of Behavioral Science and Positive Psychology in our Diversity, Inclusion and Belonging Framework.
Benefits of Diversity, Inclusion and Belonging
We work with organizations to enable sustainable growth through improved Diversity, Inclusion and Belonging, transformed employee and team performance, and cultural transformation. We apply the principles of Behavioral Science and Positive Psychology in our Diversity, Inclusion and Belonging Framework.
Fair & Square Approach to Diversity, Inclusion, Belonging
Fair & Square Approach to Diversity, Inclusion, Belonging
At Fair and Square, we have conducted a thorough Research and analysis to find a reliable way to measure Inclusion at workplace.
This Research led to the creation of our proprietary Inclusion Model. The Model has been statistically tested and validated with respondents across diverse industries.
Organization wide Inclusion Survey is conducted and inclusion measured using our proprietary Inclusion Model.
All responses are kept anonymous, keeping in mind confidentiality and our ethical practices.
Innovative technology enabled tools and services are offered to align with the business strategy around Inclusion.
It helps the organiztion to develop a common DIB Language and develop superordinate goals to work towards a shared humanity.
Group work in form of Listening groups help to build common sensitization on topics like uncovering unconscious bias and building inclusive norms.
Lets Look at Employee Life - Cycle
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The Diversity, Inclusion and Belonging as the Fabric
Diversity, Inclusion and Belonging forms an integral part of the emploee life cycle including processes like Recruitment, Engagement, Retention, Promotions & Performance Appraisals and even at Exit.
Lets Look at Employee Life - Cycle
The Diversity, Inclusion and Belonging as the Fabric
Diversity, Inclusion and Belonging forms an integral part of the emploee life cycle including processes like Recruitment, Engagement, Retention, Promotions & Performance Appraisals and even at Exit.
From Diversity to Inclusion & Belonging
0
%
Average innovation revenue in
companies with high diversity
0
x
Inclusive workplaces more likely
to be innovative
0
%
Millennials look for D&I while
searching for a new job
$
0
Billion
Is spent on diversity trainings in the US
From Diversity to Inclusion & Belonging
0
%
Average innovation revenue in companies with high diversity
0
%
Millennials look for D&I while searching for a new job.
0
x
Inclusive workplaces more likely to be innovative.
$
0
Billion
Is spent ondiversity trainings in the US.
Commitment towards Corporate Growth
The Fair & Square Model for Diversity, Inclusion and Belonging
Our unique model helps to look at Diversity, Inclusion and Belonging from a fresh perspective and see how it forms the fabric of our "being" in the organization. We support organizations to deliver the D&I Strategy and create a Great Place to Work. Our offerings include:
- Think Strategic, Be Inclusive
-
We look at the big pitcure and at the same time work across all hierarchical levels to enable the change percolate after getting the critical mass.
- Drive High Performance & Innovation
-
We help the organization create a new future by impacting the core ways of working, thinking and implementing..
- Inclusive Workplace
-
We work with organizations to transform them in become Inclusive Workplace.
Workshops Conducted
An introduction to Diversity, Inclusion and Belonging was conducted by the Founder, Rajpreet Kaur, which was very well received. Insights into how deeply this can impact our being within an organization was discussed and Say Cheese approach to DIB shared along with some Group activities.
How deep the unconscious biases and stereotypes are in our being and ways of working in the organization was shared. It was a very interactive and engaging session along with participation and Group activities.
How deep the unconscious biases and stereotypes are in our being and ways of working in the organization was shared. It was a very interactive and engaging session along with participation and Group activities.
Commitment towards Corporate Growth
The Fair & Square Model for Diversity, Inclusion and Belonging
Our unique model helps to look at Diversity, Inclusion and Belonging from a fresh perspective and see how it forms the fabric of our "being" in the organization. We support organizations to deliver the D&I Strategy and create a Great Place to Work. Our offerings include:
- Think Strategic, Be Inclusive
-
We look at the big pitcure and at the same time work across all hierarchical levels to enable the change percolate after getting the critical mass.
- Drive High Performance & Innovation
-
We help the organization create a new future by impacting the core ways of working, thinking and implementing..
- Inclusive Workplace
-
We work with organizations to transform them in become Inclusive Workplace.
Workshops Conducted
An introduction to Diversity, Inclusion and Belonging was conducted by the Founder, Rajpreet Kaur, which was very well received. Insights into how deeply this can impact our being within an organization was discussed and Say Cheese approach to DIB shared along with some Group activities.
How deep the unconscious biases and stereotypes are in our being and ways of working in the organization was shared. It was a very interactive and engaging session along with participation and Group activities.
The Say Cheese approach to Diversity, Inclusion and Belonging along with awareness and nudges around Inclusion & Personal development were shared. Other Corporates in IT industry along with MNC banks were covered.
Self Action Tools
Affinity bias is the unconscious tendency to get along with others who are like us. It is easy to socialize and spend time with others who are not different. It requires more effort to bridge differences when diversity is present.
Confirmation bias is a psychological phenomenon in which a person tends to accept those references or findings which confirm his/her existing belief in things. Confirmation bias leads to statistical errors, as it influences the way people gather information and interpret it.
The halo effect is a well documented social-psychology phenomenon that causes people to be biased in their judgments by transferring their feelings about one attribute of something to other, unrelated, attributes.
The double bind is 'a situation in which a person must choose between equally unsatisfactory alternatives: a punishing and inescapable dilemma'.
The priming effect occurs when an individual’s exposure to a certain stimulus subconsciously influences his or her response to a subsequent stimulus. These stimuli are often related to words or images that people see during their day-to-day lives.
Nudges
We work with organizations to build nudges which not just create awareness but also get people to reflect on themselves and the situations around them with perspective. This helps in driving key messages throughout the organization to go beyond the critical mass and enable change.
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Self Action Tools
Halo Effect
When we are influenced by past to make present judgements.
The halo effect is a well documented social-psychology phenomenon that causes people to be biased in their judgments by transferring their feelings about one attribute of something to other, unrelated, attributes.
Double Bind
When people view leadership characteristics to be more masculine.
The double bind is ‘a situation in which a person must choose between equally unsatisfactory alternatives: a punishing and inescapable dilemma’.
Priming
When we set the tone by sharing our views first.
The priming effect occurs when an individual’s exposure to a certain stimulus subconsciously influences his or her response to a subsequent stimulus. These stimuli are often related to words or images that people see during their day-to-day lives.
Superbias
When we think we are not biased.
Super Bias is the unconscious tendency that puts a belief in the person that they don’t have any bias.
Affinity Bias
When we favour those who are like us.
Affinity bias is the unconscious tendency to get along with others who are like us. It is easy to socialize and spend time with others who are not different. It requires more effort to bridge differences when diversity is present.
Confirmation Bias
When we think we are not biased.
Confirmation bias is a psychological phenomenon in which a person tends to accept those references or findings which confirm his/her existing belief in things. Confirmation bias leads to statistical errors, as it influences the way people gather information and interpret it..
Halo Effect
When we are influenced by past to make present judgements.
The halo effect is a well documented social-psychology phenomenon that causes people to be biased in their judgments by transferring their feelings about one attribute of something to other, unrelated, attributes.
Double Bind
When people view leadership characteristics to be more masculine.
The double bind is ‘a situation in which a person must choose between equally unsatisfactory alternatives: a punishing and inescapable dilemma’.
Priming
When we set the tone by sharing our views first.
The priming effect occurs when an individual’s exposure to a certain stimulus subconsciously influences his or her response to a subsequent stimulus. These stimuli are often related to words or images that people see during their day-to-day lives.
Superbias
When we think we are not biased.
Super Bias is the unconscious tendency that puts a belief in the person that they don’t have any bias.
Affinity Bias
When we favour those who are like us.
Affinity bias is the unconscious tendency to get along with others who are like us. It is easy to socialize and spend time with others who are not different. It requires more effort to bridge differences when diversity is present.
Confirmation Bias
When we think we are not biased.
Confirmation bias is a psychological phenomenon in which a person tends to accept those references or findings which confirm his/her existing belief in things. Confirmation bias leads to statistical errors, as it influences the way people gather information and interpret it..
Nudges
We work with organizations to build nudges which not just create awareness but also get people to reflect on themselves and the situations around them with perspective. This helps in driving key messages throughout the organization to go beyond the critical mass and enable change.
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Let us schedule some time to understand how we can help you in Transformation. Let us schedule some time to understand how we can help you in Transformation. Let us schedule some time to understand how we can help you in Transformation.
“Transformation is an ongoing process that tends to appear ordinary, when, in fact, something extraordinary is taking place.” – Suzy Ross
Fair & Square uses the transformative power of people, technology and behavioural science for individuals and organizations to progress for the better good.
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Fair & Square uses the transformative power of people, technology and behavioural science for individuals and organizations to progress for the better good.
Social Media
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Terms of Service | Privacy Policy | Sitemap