DEI CULTURE DIAGNOSTIC (FOCUSING ON GENDER)
Challenge
To understand the challenges and identify the unseen barriers that were preventing our client achieving its aspirations for diversity and inclusion, particularly at senior levels. The overall aim was to create a level playing field where diverse talent have the opportunity to thrive and succeed.
Solution
We undertook in-depth research, which included one to one Board and leader interviews, focus groups and a DEI culture audit. Our client believed that their issue was with poor external recruitment. The results of the research identified instead a number of previously unrecognised opportunities to develop. These included reviewing the design of a key leadership role to remove barriers to the talent pipeline, enhancing the visibility of diverse role models, providing access to career opportunities for a wider talent pool and the development and instilling of inclusive leadership behaviours.
Outcomes
- Greater awareness of the importance of inclusive leadership and behaviours to address bias across the organisation.
- Enhanced people policies that enabled greater diversity and brought competitive advantage.
- Introduction of a mentoring programme for under-represented women talent.
- Development of key leadership role to bring new ways of working that opened up a diverse talent pipeline and addressed work/life balance and attrition issues.
DEI culture diagnostics
(focusing on gender)
Hospitality | Private Equity
DEI CULTURE DIAGNOSTIC (FOCUSING ON GENDER)
Challenge
To understand the challenges and identify the unseen barriers that were preventing our client achieving its aspirations for diversity and inclusion, particularly at senior levels. The overall aim was to create a level playing field where diverse talent have the opportunity to thrive and succeed.
Solution
We undertook in-depth research, which included one to one Board and leader interviews, focus groups and a DEI culture audit. Our client believed that their issue was with poor external recruitment. The results of the research identified instead a number of previously unrecognised opportunities to develop. These included reviewing the design of a key leadership role to remove barriers to the talent pipeline, enhancing the visibility of diverse role models, providing access to career opportunities for a wider talent pool and the development and instilling of inclusive leadership behaviours.
Outcomes
- Greater awareness of the importance of inclusive leadership and behaviours to address bias across the organisation.
- Enhanced people policies that enabled greater diversity and brought competitive advantage.
- Introduction of a mentoring programme for under-represented women talent.
- Development of key leadership role to bring new ways of working that opened up a diverse talent pipeline and addressed work/life balance and attrition issues.
DEI Strategy Development – Construction
Challenge
Our client had been focusing on improving gender diversity for several years. Despite their sustained commitment, focus and activities, they had not made the progress that they were aspiring to. They invited us to partner with them and provide our DEI expertise and insight to enable them to effectively develop a DEI strategy and roadmap.
Solution
We worked with their executive leadership team to explore their perspectives on their current culture and the factors which were impairing their gender diversity ambitions. Drawing on these insights we supported the executive team with one-to-one DEI coaching and built collective alignment on their organisation’s future DEI priorities.
Following our completion of a full diagnostic audit which included our Performance and Engagement Expert DEI Survey©, benchmarking with our Inclusion Index©, and focus groups we identified the key barriers and opportunities for DEI. From this a tailored, high impact, DEI strategic framework was developed and a DEI roadmap of actions was developed to enable and accelerate their DEI progress. Through our partnering we have supported our client to be self- sustaining with DEI for the long-term providing them with tailor-made, practical solutions for cultural development.
Outcomes
- DEI coaching and learning that built greater confidence and engagement to DEI by the committed executive team. Establishing personal comfort, safety and confidence talking about DEI.
- Provided the executive team with unique insights on the DEI experiences of their colleagues informing, with accuracy, the issues for focus and action.
- Accurately pin-pointed how their culture is perceived, the extent to which people perceive progression and career development systems are equitable and open, the identification of unseen barriers which have the effect of “filtering out” talented people of diverse identities; and the identification of opportunities for a more diverse workforce, equitable and inclusive culture.
- Created a detailed, Executive Summary Report on findings and insights. This included storytelling experiences from our diagnostic activities and outlined the key strategic themes emerging from the data.
- Developed from our research we created with them a tailored, DEI Strategic Framework and new organisational roadmap that included a practical action plan, drawing on best and fresh practice, that recommended the next steps that aligned to their organisational priorities.
- Provided DEI coaching to the HR team on the provision of ongoing DEI support and solutions.
DEI Strategy
Development
Construction
DEI Strategy Development – Construction
Challenge
Our client had been focusing on improving gender diversity for several years. Despite their sustained commitment, focus and activities, they had not made the progress that they were aspiring to. They invited us to partner with them and provide our DEI expertise and insight to enable them to effectively develop a DEI strategy and roadmap.
Solution
We worked with their executive leadership team to explore their perspectives on their current culture and the factors which were impairing their gender diversity ambitions. Drawing on these insights we supported the executive team with one-to-one DEI coaching and built collective alignment on their organisation’s future DEI priorities.
Following our completion of a full diagnostic audit which included our Performance and Engagement Expert DEI Survey©, benchmarking with our Inclusion Index©, and focus groups we identified the key barriers and opportunities for DEI. From this a tailored, high impact, DEI strategic framework was developed and a DEI roadmap of actions was developed to enable and accelerate their DEI progress. Through our partnering we have supported our client to be self- sustaining with DEI for the long-term providing them with tailor-made, practical solutions for cultural development.
Outcomes
- DEI coaching and learning that built greater confidence and engagement to DEI by the committed executive team. Establishing personal comfort, safety and confidence talking about DEI.
- Provided the executive team with unique insights on the DEI experiences of their colleagues informing, with accuracy, the issues for focus and action.
- Accurately pin-pointed how their culture is perceived, the extent to which people perceive progression and career development systems are equitable and open, the identification of unseen barriers which have the effect of “filtering out” talented people of diverse identities; and the identification of opportunities for a more diverse workforce, equitable and inclusive culture.
- Created a detailed, Executive Summary Report on findings and insights. This included storytelling experiences from our diagnostic activities and outlined the key strategic themes emerging from the data.
- Developed from our research we created with them a tailored, DEI Strategic Framework and new organisational roadmap that included a practical action plan, drawing on best and fresh practice, that recommended the next steps that aligned to their organisational priorities.
- Provided DEI coaching to the HR team on the provision of ongoing DEI support and solutions.
ESG | Bitesize DEI learning (Inclusive Talent Solutions) – Technology | Private Equity
Challenge
Our client, a private equity firm that invests in growing services and technology invited us to partner with them in advancing their portfolio companies ESG (environmental, social and governance) agenda and in particular upskilling on DEI.
For their portfolio of businesses in the UK and globally, our client had a clear objective to create a DEI learning and collaboration community for a senior leader from each of the companies in their portfolio.
Solution
We designed a pre-learning survey that would enable us to establish their current levels of DEI awareness and maturity. We used these insights to assess the collective learning priorities and to tailor our Bitesize DEI Essentials Programme© design accordingly. The programme we created built a learning environment that enabled the cross-company cohort to connect and collaborate together, to share their experiences and equip them to build their own DEI practices in each company.
Our Bitesize DEI Essentials Programme© created learning, insight and action on:
- How to unlock diversity, equity and inclusion;
- How to maximise talent attraction to your company;
- How to create an equitable talent promotion and reward system that sets you apart;
- Building an inclusive culture where your people can thrive.
Outcomes
- Bitesize DEI Essentials Programme© that created learning, insight and action on the key DEI priorities across 12 companies.
- DEI coaching and practical learning that built greater confidence and engagement to DEI.
- We created a new, collaborative learning environment across the cohort of portfolio companies that built new relationships and sharing.
- Influential leaders were provided with DEI knowledge and skills to take back to their own teams.
- Our Bitesize DEI Essentials Programme© was tailored exactly to the needs of the businesses ensuring maximum participation and engagement.
ESG | Bitesize DEI Learning
(Inclusive Talent Solutions)
Portfolio Companies | Private Equity
ESG | Bitesize DEI learning (Inclusive Talent Solutions) – Technology | Private Equity
Challenge
Our client, a private equity firm that invests in growing services and technology invited us to partner with them in advancing their portfolio companies ESG (environmental, social and governance) agenda and in particular upskilling on DEI.
For their portfolio of businesses in the UK and globally, our client had a clear objective to create a DEI learning and collaboration community for a senior leader from each of the companies in their portfolio.
Solution
We designed a pre-learning survey that would enable us to establish their current levels of DEI awareness and maturity. We used these insights to assess the collective learning priorities and to tailor our Bitesize DEI Essentials Programme© design accordingly. The programme we created built a learning environment that enabled the cross-company cohort to connect and collaborate together, to share their experiences and equip them to build their own DEI practices in each company.
Our Bitesize DEI Essentials Programme© created learning, insight and action on:
- How to unlock diversity, equity and inclusion;
- How to maximise talent attraction to your company;
- How to create an equitable talent promotion and reward system that sets you apart;
- Building an inclusive culture where your people can thrive.
Outcomes
- Bitesize DEI Essentials Programme© that created learning, insight and action on the key DEI priorities across 12 companies.
- DEI coaching and practical learning that built greater confidence and engagement to DEI.
- We created a new, collaborative learning environment across the cohort of portfolio companies that built new relationships and sharing.
- Influential leaders were provided with DEI knowledge and skills to take back to their own teams.
- Our Bitesize DEI Essentials Programme© was tailored exactly to the needs of the businesses ensuring maximum participation and engagement.
EQUIPPING GLOBAL HR TEAMS – FMCG
Challenge
To provide a global HR teams with practical and tangible resources to become influential business partners in DEI throughout their organisations.
Solution
We developed an interactive and engaging content, tailored to their organisation and its challenges, to advance the HR’s knowledge and expertise on key DEI topics. Designed for the day-to-day practical application HR team members were supported to confidently lead DEI engagement and influence their internal stakeholders to prioritise and advance diversity, equity and inclusion. Considering DEI through the eyes of a HR team member and their needs. Designed to answer their questions as HR practitioner through their personal lens of ‘How do I…?’.
Outcomes
- HR team members were equipped to deliver a consistent, global response to developing diversity, equity and inclusion.
- The global HR team accessed comprehensive resources, tools and curated DEI content that provide them with the confidence and capability to lead DEI action tailored to the maturity of their local markets.
- The HR team were able to visualise, build and develop a sustainable DEI roadmap of action putting DEI at the centre of how they influence and challenge their operational business partners to create cultural change.
Equipping Global
HR teams
FMCG
EQUIPPING GLOBAL HR TEAMS – FMCG
Challenge
To provide a global HR teams with practical and tangible resources to become influential business partners in DEI throughout their organisations.
Solution
We developed an interactive and engaging content, tailored to their organisation and its challenges, to advance the HR’s knowledge and expertise on key DEI topics. Designed for the day-to-day practical application HR team members were supported to confidently lead DEI engagement and influence their internal stakeholders to prioritise and advance diversity, equity and inclusion. Considering DEI through the eyes of a HR team member and their needs. Designed to answer their questions as HR practitioner through their personal lens of ‘How do I…?’.
Outcomes
- HR team members were equipped to deliver a consistent, global response to developing diversity, equity and inclusion.
- The global HR team accessed comprehensive resources, tools and curated DEI content that provide them with the confidence and capability to lead DEI action tailored to the maturity of their local markets.
- The HR team were able to visualise, build and develop a sustainable DEI roadmap of action putting DEI at the centre of how they influence and challenge their operational business partners to create cultural change.
INCLUSIVE LEADERSHIP – GLOBAL DESIGN AND ENGINEERING CONSULTING
Challenge
To develop inclusive behaviours in the everyday habits of leaders across the UK organisation.
Solution
Following our completion of a full, qualitative and quantitative, diagnostic audit (including employee engagement data). A strategic roadmap was developed as a DEI foundation for change. Practical, interactive and animated digital learning scenarios were developed drawing on the real-life experiences of colleagues working for the client. These high impact learning solutions were specifically designed to make DEI learning part of their daily DNA. Executive and senior leaders were equipped to engage and facilitate discussions with their teams on these DEI scenarios. Leaders were fully assisted with bespoke, learning tools that helped them to build their confidence and embed their new habits and behaviours. A cohort of senior directors and leaders were trained and equipped as an internal network of DEI coaches to support their peer group of leaders and stimulate continual DEI reflections and learning.
Outcomes
- High levels of leadership engagement to DEI and demonstrable personal ownership of new inclusive behaviours.
- Leaders equipped with new insights, skills and DEI confidence to directly engage with their teams and explore team perspectives on diversity topics.
- Integration of DEI into team behaviours as a result of team commitments to taking action.
- Integration of a new peer to peer coaching framework to ongoing facilitate leadership learning.
- Deeper understanding of DEI and how it can enhance collaboration and innovation.
Inclusive
Leadership
Global Design &
Engineering Consulting
INCLUSIVE LEADERSHIP – GLOBAL DESIGN AND ENGINEERING CONSULTING
Challenge
To develop inclusive behaviours in the everyday habits of leaders across the UK organisation.
Solution
Following our completion of a full, qualitative and quantitative, diagnostic audit (including employee engagement data). A strategic roadmap was developed as a DEI foundation for change. Practical, interactive and animated digital learning scenarios were developed drawing on the real-life experiences of colleagues working for the client. These high impact learning solutions were specifically designed to make DEI learning part of their daily DNA. Executive and senior leaders were equipped to engage and facilitate discussions with their teams on these DEI scenarios. Leaders were fully assisted with bespoke, learning tools that helped them to build their confidence and embed their new habits and behaviours. A cohort of senior directors and leaders were trained and equipped as an internal network of DEI coaches to support their peer group of leaders and stimulate continual DEI reflections and learning.
Outcomes
- High levels of leadership engagement to DEI and demonstrable personal ownership of new inclusive behaviours.
- Leaders equipped with new insights, skills and DEI confidence to directly engage with their teams and explore team perspectives on diversity topics.
- Integration of DEI into team behaviours as a result of team commitments to taking action.
- Integration of a new peer to peer coaching framework to ongoing facilitate leadership learning.
- Deeper understanding of DEI and how it can enhance collaboration and innovation.
B CORP CERTIFICATION AND IMPROVEMENT – TECHNOLOGY | PRIVATE EQUITY FIRM THAT INVESTS IN PORTFOLIO COMPANIES
Challenge
Identifying improvements to meet B Corp Certification DEI materiality assessment standards and identify and implement solutions that will enable certification of B Corp and advance DEI improvement.
Solution
From building a deep understanding of their business, it’s ESG aspirations and its values and commitments, we undertook a detailed DEI analysis against the B Corp materiality assessment standards. Partnering on our clients mission to nurture curiosity in an inclusive environment we undertook an in-depth DEI culture audit examining the day to day experiences for team members. The DEI audit against the B Corp standards identified areas of non-compliance, and the opportunities for greater enhancement.
We supported our client with DEI coaching to help them navigate the translation of B Corp assessment standards into a DEI strategy and practical day to day solutions along with the comprehensive preparation of the evidence required for assessment, along with coaching the Co-Founders on how to lead their DEI plans and their opportunities for their own personal development.
We created a roadmap of DEI actions to ensure the client met the B Corp standard and one that would further it’s DEI aspirations for the future.
We designed and launched a series of purposeful, educational, division-wide DEI communications to build awareness and personal appreciation for DEI across the team and how it enhances a way of working for everyone to thrive.
Outcomes
- Having gained the insights required to apply for B Corp certification, we assisted our client with developing the confidence and capability to take action.
- We have built a diverse, equitable and inclusive mindset within the client and one which their Portfolio Companies see as the foundation to accelerating progress across DEI.
- Our client describes themself as having a new confidence that their DEI roadmap will enable us to be more attractive to potential talent who will enrich the diversity of the team.
- They have already had great results in attracting more diversity to join the Firm which reinforces their commitment to bringing diversity balance into the overall firm.
- The team describes a new alignment in their collective commitment to achieving greater DEI.
B Corp Certification
& Improvement
Technology | Private Equity
B CORP CERTIFICATION AND IMPROVEMENT – TECHNOLOGY | PRIVATE EQUITY FIRM THAT INVESTS IN PORTFOLIO COMPANIES
Challenge
Identifying improvements to meet B Corp Certification DEI materiality assessment standards and identify and implement solutions that will enable certification of B Corp and advance DEI improvement.
Solution
From building a deep understanding of their business, it’s ESG aspirations and its values and commitments, we undertook a detailed DEI analysis against the B Corp materiality assessment standards. Partnering on our clients mission to nurture curiosity in an inclusive environment we undertook an in-depth DEI culture audit examining the day to day experiences for team members. The DEI audit against the B Corp standards identified areas of non-compliance, and the opportunities for greater enhancement.
We supported our client with DEI coaching to help them navigate the translation of B Corp assessment standards into a DEI strategy and practical day to day solutions along with the comprehensive preparation of the evidence required for assessment, along with coaching the Co-Founders on how to lead their DEI plans and their opportunities for their own personal development.
We created a roadmap of DEI actions to ensure the client met the B Corp standard and one that would further it’s DEI aspirations for the future.
We designed and launched a series of purposeful, educational, division-wide DEI communications to build awareness and personal appreciation for DEI across the team and how it enhances a way of working for everyone to thrive.
Outcomes
- Having gained the insights required to apply for B Corp certification, we assisted our client with developing the confidence and capability to take action.
- We have built a diverse, equitable and inclusive mindset within the client and one which their Portfolio Companies see as the foundation to accelerating progress across DEI.
- Our client describes themself as having a new confidence that their DEI roadmap will enable us to be more attractive to potential talent who will enrich the diversity of the team.
- They have already had great results in attracting more diversity to join the Firm which reinforces their commitment to bringing diversity balance into the overall firm.
- The team describes a new alignment in their collective commitment to achieving greater DEI.
REVERSE MENTORING AND ALLYSHIP PROGRAMME©- GLOBAL MINING AND LUXURY GOODS
Challenge
To bring executive and senior leaders new perspectives on DEI and deepen personal knowledge and understanding of the challenges and opportunities faced within their own organisation by individuals with diverse identities and to develop new organisational insights on how to advance DEI.
Solution
Designed by a global DEI expert, executive leaders were supported with a global, DEI Reverse Mentoring and Allyship Programme, that developed personal awareness and capability on real-life DEI topics. Leaders were supported with Allyship tools that helped the executive team act on their insights and take personal and organisational actions to address inequity.
Outcomes
- Very high levels of Board and senior leadership engagement with the programme leading to year on year organisational
participation. - Over 100 participants to date have engaged in reverse mentoring with far reaching impacts.
- DEI has improved and is a core element of this organisations DNA, the executive board representation has become increasingly diverse.
- Significant uplift in confidence levels in talking about sensitive DEI topics.
- Personal accountability from leaders demonstrating inclusive behaviours and allyship.
Reverse Mentoring &
Allyship Programme©
Global Mining
& Luxury Goods
REVERSE MENTORING AND ALLYSHIP PROGRAMME©- GLOBAL MINING AND LUXURY GOODS
Challenge
To bring executive and senior leaders new perspectives on DEI and deepen personal knowledge and understanding of the challenges and opportunities faced within their own organisation by individuals with diverse identities and to develop new organisational insights on how to advance DEI.
Solution
Designed by a global DEI expert, executive leaders were supported with a global, DEI Reverse Mentoring and Allyship Programme, that developed personal awareness and capability on real-life DEI topics. Leaders were supported with Allyship tools that helped the executive team act on their insights and take personal and organisational actions to address inequity.
Outcomes
- Very high levels of Board and senior leadership engagement with the programme leading to year on year organisational
participation. - Over 100 participants to date have engaged in reverse mentoring with far reaching impacts.
- DEI has improved and is a core element of this organisations DNA, the executive board representation has become increasingly diverse.
- Significant uplift in confidence levels in talking about sensitive DEI topics.
- Personal accountability from leaders demonstrating inclusive behaviours and allyship.
Relationship Conflict Mediation – Global Design and Engineering Consulting
Challenge
To bring about successful conflict resolution between individuals and across diverse teams providing commercial services in the client organisation. These deep-rooted issues had been occurring for several years and had resulted in increasingly dysfunctional and escalating conflicts between team members. Several talented leaders had left the organisation as a result of the conflict and the tensions and detrimental ways of working were described as having a long-term detrimental impact on people. Team relationships were described as emotionally charged and there were several influential, senior, team members caught up in the tensions. Our client described their situation as untenable unless it is resolved as a matter of urgency. We were asked to provide complex mediation services and to recommend new ways of working that would support their transition to meet their new global service model and enable cross-functional team cohesion, collaboration and effectiveness.
Solution
We undertook an independent review of the dynamics and working practices of team members across both teams. We took time to build trust and created an environment of psychological safety with each of the individuals concerned and in one to one, confidential conversations we listened to their experiences and the issues contributing to the conflict. We carefully balanced the need for pace and urgency with ensuring everyone was personally supported through the conflict resolution process.
Through our independent review of dynamics and working practices of team members we identified the roadmap for conflict resolution and the rebuilding of hope, empathy and trust between team members. We recommended new ways of working that would support their transition to meeting their service model and enable cross-functional team cohesion, collaboration and effectiveness.
We facilitated feedback sessions and workshops which enabled everyone to come together as one team and address the issues, identify the individual and collective behaviours needing change and the co-creation of the collective future ways of harmonious and collaborative working.
Outcomes
- All team members participated and were willing to place their trust and commitment in the conflict resolution process.
- We created a culture (mindset and behaviours) diagnostic that pinpointed the root causes of the issues and the changes required to resolve the conflict.
- A detailed roadmap of the steps was defined that enabled each individual and their respective team to move from conflict towards congruence together.
- Tailored leadership coaching sessions were designed and led to ensure that each of the senior leaders were equipped, engaged and personally accountable to lead the new ways of working in the future.
- Relationships were rebuilt between conflicted individuals and the wider teams and shared trust in each other.
- All in individuals took personal accountability for their behaviours, and ways of working between team members.
- The day-to-day interactions significantly improved with communications flowing freely between the leaders and their teams.
Relationship Conflict
Mediation
Global Design &
Engineering Consulting
Relationship Conflict Mediation – Global Design and Engineering Consulting
Challenge
To bring about successful conflict resolution between individuals and across diverse teams providing commercial services in the client organisation. These deep-rooted issues had been occurring for several years and had resulted in increasingly dysfunctional and escalating conflicts between team members. Several talented leaders had left the organisation as a result of the conflict and the tensions and detrimental ways of working were described as having a long-term detrimental impact on people. Team relationships were described as emotionally charged and there were several influential, senior, team members caught up in the tensions. Our client described their situation as untenable unless it is resolved as a matter of urgency. We were asked to provide complex mediation services and to recommend new ways of working that would support their transition to meet their new global service model and enable cross-functional team cohesion, collaboration and effectiveness.
Solution
We undertook an independent review of the dynamics and working practices of team members across both teams. We took time to build trust and created an environment of psychological safety with each of the individuals concerned and in one to one, confidential conversations we listened to their experiences and the issues contributing to the conflict. We carefully balanced the need for pace and urgency with ensuring everyone was personally supported through the conflict resolution process.
Through our independent review of dynamics and working practices of team members we identified the roadmap for conflict resolution and the rebuilding of hope, empathy and trust between team members. We recommended new ways of working that would support their transition to meeting their service model and enable cross-functional team cohesion, collaboration and effectiveness.
We facilitated feedback sessions and workshops which enabled everyone to come together as one team and address the issues, identify the individual and collective behaviours needing change and the co-creation of the collective future ways of harmonious and collaborative working.
Outcomes
- All team members participated and were willing to place their trust and commitment in the conflict resolution process.
- We created a culture (mindset and behaviours) diagnostic that pinpointed the root causes of the issues and the changes required to resolve the conflict.
- A detailed roadmap of the steps was defined that enabled each individual and their respective team to move from conflict towards congruence together.
- Tailored leadership coaching sessions were designed and led to ensure that each of the senior leaders were equipped, engaged and personally accountable to lead the new ways of working in the future.
- Relationships were rebuilt between conflicted individuals and the wider teams and shared trust in each other.
- All in individuals took personal accountability for their behaviours, and ways of working between team members.
- The day-to-day interactions significantly improved with communications flowing freely between the leaders and their teams.