Case Studies

Economic growth doesn’t mean anything unless it is inclusive growth

We have partnered with 100+ corporates from various industries across the globe to work on their diversity agenda & drive inclusive business growth. We have also worked with Academia, Government Institutions on Research, & Policy level.

Case Study 1

Inclusive Employee Engagement

Create an inclusive culture of respect for a Global KPO Asset Restructuring firm

Context & Need

This organization partnered with BD Foundation to co create a long lasting culture of respect & inclusion at the global level.

Methodology

We studied the existing environment, culture, context, and business model of the organization to put ourselves completely in the picture. We took the following action:

  • Analyzed the culture from a cross-section of the organization, conducting FGD covering employees of all functions and from across the global offices.
  • We presented  Diagnostic & Strategy reports for a one day offsite meeting with their leadership team to share whats working well and what could be the next steps towards creating an inclusive culture.
  • Helped senior management to gain insights on how Bias & non inclusive culture can impact business. Also, initially they were focused on Gender as an agenda but our diagnostics suggested that Regional diversity is also a huge challenge as certain minority group was feeling excluded.
  • Designed a ‘Manager Sensitisation on Inclusion’ workshop and implemented the same across all locations.
  • Helped organization to create Diversity Roadmap (Action Plan) with specific metrics & helped to implement these interventions.
  • Designed the ‘Train the Trainer’ program for internally chosen leaders to take this cultural change intervention to other parts of the organization.
  • Women Leadership program also helped to accelerate & retain women talent growth in the organization
  • After 2 years, we reassessed the numbers and employee engagement index & revisit the strategy.

Results:

The gender diversity ratio had gone up from 12% to 15% in two years. There was better representation of all diverse groups – gender, generational, regional in all forums including the Leadership forum.

Case Study 2

Gender Diversity Benchmarks

Increase the retention of women talent and also build a culture where women excel in their roles for Global Technology Innovation firm.

Context & Need:

This organization approached with specific need to have a better gender diversity ratio and be able to retain their women scientists & leaders.

Methodology:

We studied the environment, context, culture, and business model in order to bring our expertise to helping the organization in creating higher goals.

After a detailed discovery process which included Detailed Exit surveys with 200 women employees, we did the following:

  • Presented a detailed diagnostic report to Leadership team highlighting reasons for women to quit which was as distinct from personal reasons as quoted usually. .
  • Helped to identify bias in their Hiring & Promotion review process which were major reasons for not able to retain women talent. Trained their Hiring team along with Managers on Unconscious Bias and how to overcome it.
  • Designed an Inclusive Leadership workshop with follow on coaching sessions to build a culture of Respect, Empathy and Equal Opportunity for all Managers across 20+ locations.
  • Worked with senior leadership & HR team for three years, helping them to draft and implement every stage of their diversity journey
  • Worked with women leaders & male sponsors for Mentorship program & build a sustainable culture of mentoring within the organization.
  • Helped their Internal Corporate Communications team to work on their messaging for building a culture of Mentoring, Respect & Inclusion.

Results:

The women attrition rates were down from 25% to 18% in three years time. Better representation & visibility of women in leadership levels was seen. Hiring Policies & Promotion Policies were reviewed with specific metrics. This resulted in promotion of women at all levels go up from 7% to 9%.

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