Diversity and Inclusion

4C’s purpose, helping people live and lead with fewer regrets, informs everything we do.

4C’s work emphasizes Diversity and Inclusion in collaboration with our clients. 4C counsel’s its clients to refrain from Diversity initiatives without first creating processes, training, and practices geared toward building and maintaining a dynamic culture of Inclusion.

Our primary point of concentration involves facilitating uncommonly candid conversations. In our experience, people are often guarded in their response to their thoughts and feelings in these areas and therefore are reluctant to express themselves openly.

Only by establishing absurdly ‘safe spaces’ that model and encourage vulnerability, honesty, and forthrightness can teams and organizations participate in the types of conversation that make shifting belief systems, mindsets, and habits possible.

Commitment by senior leaders, middle managers, and frontline supervisors is key to developing a diverse culture of belonging.

We are mindful of the limits of work we can conduct with the degree of expertise and professionalism we demand of ourselves and our clients have come to expect.

While we firmly believe the issue of Equity is vital to address, we choose not to commit to this area ourselves. There are others more focused, dedicated, and qualified in this area. We remain interested and open to bringing our facilitation, coaching, and collaborating with others who possess this capability.

Please contact 4C Consulting to discuss your needs, and learn about our complete
rhackman@4cconsulting.net or 484.800.2203.

Better Alignment, Better Results.

Item of Interest

Diversity and Inclusion are contact endeavors. Inclusion requires being in relationships with others who differ from you. Training is not enough. You will only understand how you react to diverse people and how they respond to you by affiliating with them.

For Your Consideration

We have found it does not make sense for teams or organizations to pursue Diversity Strategies unless and until they have engaged in developing an environment and culture of Inclusion. The foundation of Inclusion work involves training. However, training alone does not alter thoughts, feelings, or biases. To change those involves uncommonly candid conversations with expert facilitation. Participants need to learn to listen with both their hearts and minds.