Top Inclusion Strategies Companies

How to choose an inclusion strategy consultant

Ask how they define and measure success. Good consultants agree a baseline and a small set of measures, such as promotion rates, retention, survey scores on belonging, or pay gaps, and report against them. Be cautious of programs measured only by training attendance.

Check relevant experience: your industry, size and countries. Rules on collecting demographic data and on positive action differ by jurisdiction, and the consultant should work with your legal and HR teams to stay within them.

Ask to see training material and how it is adapted to your managers. Talk to references about what changed after the engagement. Red flags include one-off workshops sold as a strategy, no use of your own data, and promises of fast culture change.

Inclusion strategy consulting fees and what drives them

Consultants charge fixed fees for assessments and strategy projects, per session or per participant for workshops and training, daily or hourly rates for advisory work, and retainers for ongoing support. Keynote speaking and executive coaching are usually priced per event or per coaching program.

The main drivers are organization size and the number of countries covered, how much data analysis and listening work the assessment needs, the number of training sessions and participants, and whether the consultant supports implementation over time. Custom training costs more than an existing program. Pay equity reviews need statistical analysis and legal coordination, which adds to the fee. Ask for a clear scope with deliverables and measures.