OUR WORK IN ACTION

Client Stories

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Financial Sector

Global Financial Services with over 7500 employees in India

Organisational Need: To have an inclusive work culture.

The organisation had received a large number of complaints and escalations in areas of respect and equality. The culture needed to be more inclusive of the various kinds of diversity: generational, gender and cultural.

Challenges
  • While some senior managers were open to accept the fact that their line managers could be guilty of bias, most were rigid around exploring that possibility
  • The boys club syndrome
  • Labels / prejudices / Stereotyping /language bias
  • Recruitment/ promotion bias
Suggested way ahead 

Raising awareness sessions for 500 senior leaders on the silent impact that unconscious bias plays in our everyday life. This would raise the collective consciousness & create a ripple effect.

Process 
  • Deep diagnostics involving 15% of the workforce through focus groups, one on one, questionnaires etc. Various combinations of only specific clusters & mixed clusters were adopted
  • Six major challenge clusters were identified
  • Bespoke scenarios were created
  • Theatre methodology using professional actors was used, where the behavioural experts used the bespoke scenarios to frog leap into deep reflective conversations
  • Three themes for action were chosen
  • Forty internal catalysts were trained to sustain the action through review and reminder sessions  
Impact 

A dip stick dip-stick assessment a year later showed an uptick in most parameters of diversity. HR reported that escalations were few and easier to resolve. 

Reason for Success
  • Quick action by senior management to walk the talk around sensitive issues that surfaced in the data collection
  • 100% commitment of senior management 
F&B industry

An American multinational food, snack, and beverage corporation

Organisational Need: Creating a business case for seeding an inclusive culture.

The organisation had embarked on a D&I agenda earlier, however the initiative fizzled out due to lack of earnest belief and commitment.

Challenges
  • Getting buy in of senior leaders
  • Benefits were seen as “good to do for an image” needed to be monetized
  • Operating mangers were not convinced of the need or benefits of wasting time on this agenda
Suggested way ahead 

Cocreate a business case with a team which should have top& senior management, influencers, role models. Select the core group with no stated hierarchy.

Process 
  • Strategic debates on the WHAT- WHY- HOW of inclusivity
  • Deep dive conversations on personal barriers & resistances to adopting the diversity agenda
  • Organisational challenges around the messaging
  • Robust implementation plan
  • Communication of the business case with clear financial impact
Impact 
  • Managers on the shop floor, understood the financial implications at the department & organisational level
  • Change in the narrative from a “good to do” to a strategic action
  • Change in the marketing strategies (women comprised for 75% of customers)
Reason for Success
  • Acceptance of the need
  • Willingness to participate & be honest to their apprehensions
  • Robust execution strategy
Chances of attracting & nuturing talent, increasing engagement, customer loyalty are directly linked to your culture.
We can partner you to build an inclusive culture.
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