Prioritizing DEI investments to focus on those that will have the greatest impact
Our client was a global tech company committed to diversity and inclusion. The CEO and the CHRO had been established as co-leaders of the DEI initiative, and they engaged Exponential Talent to facilitate the development of a DEI strategy. Employees, HR, and leaders had many ideas about possible DEI actions to take. The key strategic challenge was to figure out which of these suggested actions would really achieve the desired impact. |
DEI assessment and strategic planning process
Exponential Talent’s approach began with an assessment process. The thoughtful design of this process, which creates a shared understanding and builds trust among diverse stakeholders, sets the foundation for D&I efforts to succeed. The assessment included:
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Increased representation of diverse groups and enhanced culture
The company’s resulting strategic plan had a core set of global actions that were common across all its regions, as well as actions specific to individual geographies and to its technical workforce. In addition, while the CEO and CHRO had overall accountability for the success of the initiative, the client also defined accountability for line leaders to be responsible for the DEI effort and and the D&I results in their areas of the business. Each of the years since the launch of the diversity & inclusion strategy, the client has increased the percentage of employees in underrepresented demographics. Progress is assessed and measured each year using Exponential Talent’s DEI hotspot™ methodology. Working with Exponential Talent, it has also begun to develop metrics for its inclusive culture so it will be able to measure this area as well. As some initial DEI change efforts have now been completed, the client is now able to prioritize additional changes to continuously improve. |