Organizational Culture Change
Changing your corporate culture requires strategy. You’ve got to assess where you are, define your strategy and goals, mobilize allies, hold leaders accountable, and track progress. It’s a process that won’t always go as you expect, and setbacks are inevitable. Learn how to create effective and sustainable change with our tools and resources.
Results
Google Inc. – LGBT Inclusion in India: Globally Connected, Locally Relevant (Practices)
LGBT inclusion in India, as elsewhere, was viewed as a “non-negotiable”; an imperative for Google's approach to building truly inclusive…
Time Warner Inc. – Creating a Unified Culture: Investing in Our Women Leaders (Practices)
After a highly publicized merger with AOL in 2000, Time Warner Inc. leaders committed to rebuilding and unifying the company…
McDonald’s Corporation – Freedom Within a Framework: Global Women’s Initiative (Practices)
At McDonald's Corporation, a strong commitment to inclusion is embedded in the business plan and corporate values. This perspective led…
Unwritten Rules
2008 - 2011 Advancing in business is often as much about learning and playing by the rules as it is…
Ernst & Young LLP – Cultivating Men as Allies (Practices)
An Ernst & Young priority is the engagement of men as gender champions and allies. The Diversity team, along with a male coach, designed focus groups to better understand the male perspective.
The Boeing Company – Training Employees to Become Agents of Change (Practices)
One of The Boeing Company's major diversity initiatives is to increase openness and communication among all team members by building…
Building Cultural Awareness: Questions to Ask Before Adapting a Women’s Initiative to a New Region (Tool)
Use this tool to guide your org's efforts at making a women's initiative work in new region.
Infosys – Driving Work-Life Effectiveness Through Employee Empowerment at Infosys (Practices)
A central component of Infosys’ strategy was the creation of the role of global counselors, who ensure that women and men are effectively supported in their careers and personal lives.
Best Buy – Enhanced Flexibility: Results-Only Work Environment at Best Buy (Practices)
Implemented in 2002 in response to employee survey data in which employees indicated that greater trust and flexibility would make…
Capital One – FWS Flexible Work Solutions (Practices)
Capital One created its Flexible Work Solutions (FWS) initiative to enhance organizational performance and real-estate asset utilization while supporting better work-life integration for its thousands of associates.
Axiom – A New Model in Law Firm Work-Life Effectiveness (Practices)
Axiom's practice is a modern interpretation of the traditional law firm that offers clients the flexibility of outside counsel with…
PepsiCo, Inc. – People Processes (Practices)
PepsiCo has established very robust People Processes that integrate multiple HR initiatives including performance management, talent development, and career development.…
Communispace Corporation – Recognizing Employees, Building Business (Practices)
By focusing on energy more than time, Communispace creates an environment where the employees bring high energy to work.
Strategy Matters: Evaluating Company Approaches for Creating Inclusive Workplaces (Report)
Strategy Matters: Evaluating Company Approaches for Creating Inclusive Workplaces synthesizes the latest thinking about the critical success factors and activities for…
IBM Canada – Enhancing Inclusion Through Critical Relationships and Cultural Awareness (Practices)
IBM Canada developed specialized programming to leverage diversity and support diverse groups. Two programs developed to enhance relationships in the workplace include: Diversity Network Groups (DNGs) and Diversity Training for People Managers.
The Chubb Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Chubb (Practices)
Chubb’s LGBT-inclusion initiative, along with its other diversity initiatives, was created to build a truly inclusive workplace environment where every employee feels welcome and comfortable.
Citigroup Inc. – Meeting Local Needs: Employee Network Groups at Citigroup (Practices)
Citigroup has network groups in the United States and the United Kingdom. With different workforce needs, the network groups have developed in slightly different ways.
KPMG LLP Canada – Lesbian, Gay, Bisexual, and Trans-Identified (LGBT) Inclusion at KPMG LLP Canada: pride@kpmg (Practices)
pride@kpmg supports the needs of LGBT-identified employees by acting as an informational resource, functioning as a formal network, and providing informal mentoring opportunities.
General Mills Inc. – Success Through Employee Networks (Practices)
General Mills has found that the networks increase employees’ sense of belonging, provide developmental opportunities, and support strategic workforce goals such as retention of top talent.
Wachovia Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Wachovia Corporation (Practices)
In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.