Virtcom Consulting: Our Story

Founded in 2000 by two Harvard Graduate students, 

hailing from the Strategy Consulting/Technology and Investment Banking sectors.

 In 2004, pioneered a data-driven business case for diversity

(diversity-ROI), based on missed business opportunities which are 

quantified and measured. In the same year, the firm launched the World Diversity Leadership Summit ("WDLS") in Prague Czech Republic, marking the first major Global Corporate diversity conference of its kind.

In 2007 the WDLS was hosted at the United Nations and included a Global CEO Leadership Panel, featuring the CEOs of Adecco, Aviva, HSBC, Procter & Gamble, MGM Entertainment and Bud Selig, Commissioner of Major League Baseball. 

In 2009, the firm changed the game for board diversification by unveiling a whitepaper with

data analytics in support of diverse boards, while officially unveiling the d-ROI model and 6 case studies. The whitepaper served as the centerpiece for the Stanford Law School Board Diversification Conference that included CEOs and Board Members from Exxon, Kodak, Visa and WalMart. The effort resulted in the development of the first of its kind diverse talent Board candidate database still in use today. In same year performed ground-breaking research on the "frozen-middle manager" layer that typically undermines D&I initiatives. The key concerns of middle managers is that D&I and in particular training offered no business value, and no WIFM (what's in it for me)

In 2012, after 3 years of middle and senior manager pilot programs,  the firm's business driven case for diversity was integrated into cultural skills development with the unveiling of our Inclusive Leadership Series workshops. The purpose of Inclusive Leadership is to build a culture of Inclusion, Engagement and High Performance. The purpose is based on Gallup data that shows  when Inclusion increases in the workforce, employee engagement and high performance increase as well. Evaluations show that middle managers understand clear WIFM (they get great business skills), and change the mindset from "one and done" diversity training expectation to a holistic D&I mindset, where cultural skills are iterative and offered over a 2-3 year timeframe.

In 2018, most client needs fall within 3 Categories:

Talent

Culture

ROI/Marketplace

 Our firm typically builds 3 Bedrock Interventions:

1. Talent Pilots and Scaled Programs (Social Invitationals for Middle Managers and Above 

and Myfair for young professionals particularly in STEM)

2. Culture Pilots and Scaled Programs (Inclusive Leadership Series including Inclusion

Foundations, Inclusive Communications, Cultural Competency, MicroInequities, d-ROI,

Inclusive Work Networks, Unconscious Bias and Impact on Talent Lifecycle and 

diversity Profit Generation for the Salesforce)

3. Diversity Business Plan, Pilots and Scaled Programs 

(including the dROI workplace and dROI Market place Calculators)