Changing Organizational Culture and DEI Promotion: A Case Study
How Our Consulting Agency Helped Achieve a More Inclusive Workplace Culture
In this case study, we will examine how our agency worked with a company to develop a comprehensive plan to manage organizational culture and DEI promotion, resulting in a more engaged and productive workforce, improved employee retention rates, and a more substantial reputation in the industry.
Our client specializes in creating innovative products for a variety of industries. Its employees work across multiple locations. However, despite its success, the Company faced a significant challenge - a lack of diversity and inclusion within its workforce. The company recognized the importance of promoting DEI in its workplace but struggled to make meaningful progress toward this goal. Furthermore, employees had expressed concerns about the company's culture, citing communication, collaboration, and leadership issues.
As a result, the company approached GRIFFOX to help them tackle these challenges and implement an organizational culture change that would prioritize DEI and promote a more innovative culture.
Our consulting and change management agency provided a comprehensive solution that effectively addressed the company's challenges with organizational culture change and DEI promotion. Our focus on leadership development, employee engagement, and DEI promotion resulted in a more positive and inclusive workplace culture. We provided training for leaders, implemented regular communication and feedback sessions, and developed a comprehensive DEI promotion plan. Our customized tools and ongoing coaching supported these efforts and resulted in increased employee engagement, retention, and a more substantial reputation in the industry.
To further promote DEI, we supported our customers in developing strategies to attract and retain diverse talents. This includes partnerships with community organizations and schools to establish a pipeline for diverse talent and employee programs that promote inclusion and belonging.
Furthermore, we helped to track and measure progress toward their DEI goals and hold them accountable for creating a diverse and inclusive workplace culture. Regular assessments, progress reporting, and adjusting strategies and initiatives as needed were essential to achieving success in their organizational culture change initiative.
Assessment and Planning:
Our consulting team thoroughly assessed our client’s current culture to gain a deep understanding of its challenges and opportunities for improvement. We used various research methods, including surveys, focus groups, and interviews with employees at all levels of the organization to gather data and insights. This allowed us to identify specific areas that required attention and develop a comprehensive plan that focused on three key areas: leadership development, employee engagement, and DEI promotion. By using a data-driven approach, we were able to tailor our solution to the unique needs and create a more effective plan for promoting organizational culture change and DEI.
We worked closely with the leadership team to provide targeted training and coaching on the importance of DEI, effective communication, and strategies for developing a more positive and inclusive workplace culture. We tailored the training to address specific challenges identified during the assessment phase, such as addressing unconscious bias and building cultural competence. Additionally, we collaborated with the leadership team to develop a clear and consistent message around DEI, ensuring that all employees understood the importance of diversity and inclusion in the workplace. This involved developing key messaging, creating talking points for leaders, and providing guidance on effective communication strategies that promote inclusivity. Working collaboratively with the leadership team ensured that DEI was integrated into the company's values, goals, and overall strategy.
We implemented a range of tactics to improve employee engagement, including regular communication and feedback sessions with employees, the implementation of employee recognition programs, and the establishment of employee resource groups to promote inclusion and belonging. These initiatives gave employees the tools and resources to feel supported, empowered, and valued. Additionally, we created opportunities for employee input and feedback through surveys and focus groups to ensure that employees felt heard and understood. By providing employee input and feedback opportunities, we built a culture of trust and openness where employees felt comfortable sharing their thoughts and ideas. This allowed us to make targeted improvements that aligned with the needs and desires of the employees, resulting in increased engagement, motivation, and job satisfaction.
We developed a comprehensive and actionable DEI promotion plan that addressed key diversity, equity, and inclusion issues. Our program included targeted training and education for employees on the importance of DEI and initiatives to attract and retain diverse talent. To achieve this, we established partnerships with community organizations and schools to establish a pipeline for diverse talent. We also developed employee programs that promote inclusion and belonging, such as mentoring programs and affinity groups. By providing targeted training, education, and resources, we created a more supportive and inclusive workplace culture where all employees felt valued and supported. Additionally, our efforts to attract and retain diverse talent allowed us to build a more diverse and representative workforce, which helped to improve innovation, creativity, and problem-solving within the organization. Our comprehensive DEI promotion plan helped drive meaningful change, resulting in a more diverse, equitable, and inclusive workplace culture.
The implementation of our comprehensive solution resulted in significant improvements. The following outcomes were achieved:
Increased Employee Engagement:
Employee engagement increased by 34% over one year, resulting in lower turnover rates and higher productivity. The company's efforts to promote a positive and inclusive workplace culture through regular communication, feedback sessions, and employee recognition programs resulted in a more motivated workforce.
The company's reputation as an employer of choice in the industry improved significantly, resulting in a higher number of qualified job applicants. The company's focus on diversity, equity, and inclusion resulted in a more attractive workplace culture for potential employees and a more positive perception of the company within the industry.
More Diverse Workforce:
The company saw a 16% increase in diversity in its workforce for two years, resulting in a more diverse and inclusive workplace culture. The company's efforts to attract and retain diverse talent through partnerships with community organizations and schools, and employee programs that promote inclusion and belonging, allowed for a more representative workforce.
The more positive and inclusive workplace culture fostered by the company's efforts increased productivity. Employees felt more valued, supported, and empowered, resulting in a more motivated workforce to achieve their goals.
Overall, implementing our comprehensive solution resulted in significant improvements for the company. We created a more positive and inclusive workplace culture by focusing on leadership development, employee engagement, and DEI promotion. The resulting increase in employee engagement, the improved reputation, the more diverse workforce, and the increased productivity are all indicators of the positive impact of our solution on the client's business.
In conclusion, GRIFFOX successfully addressed our client’s challenges with organizational culture change and DEI promotion. We created a more positive and inclusive workplace culture through a comprehensive solution focused on leadership development, employee engagement, and DEI promotion. The resulting increase in employee engagement, the improved reputation, the more diverse workforce, and the increased productivity are all indicators of the positive impact of our solution on the client's business.
Assessment is Key: Conducting a thorough assessment of a company's current culture is essential in identifying specific areas that require attention and developing a comprehensive plan that addresses the company's unique needs.
Collaboration is Essential: Collaborating closely with the leadership team and involving employees in the process is essential to ensuring the success of any organizational culture change or DEI promotion effort.
Metrics and Data-Driven Solutions: Using data and metrics to track progress, evaluate results, and make informed decisions is crucial to ensuring the solution's effectiveness.
Regular Assessment and Adjustments: Regular assessment and adjustments are necessary to ensure that the solution remains relevant and effective over time.
By applying these lessons learned and best practices, GRIFFOX was able to continue to provide effective solutions that promote organizational culture change and DEI promotion for our clients.
M. A. Business Coaching & Change Management
Master's Degree in Economics & Health Insurance
PROSCI® Change Management Practitioner
Certified Project Manager
25+ years of experience in managing change!
We are certified!!!
25+ years experience in managing organizational changes
25+ years experience in leadership & employee development
300+ successful managed projects in health insurance, Change Management, & organizational development
4500+ hours of Coaching & Training individuals and Groups