DEI Strategy
Results
HSBC India – Flexible Work Arrangements (Practices)
With competition to recruit and retain talented employees increasing daily, strong talent retention strategies are critical. That, together with its goal to develop a more diverse workforce, led HSBC India […]
Aditya Birla Group (ABG) – Talent Management and Leadership Development (Practices)
ABG launched formal, company-wide talent management processes in November 2003 to introduce a set of uniform practices across all its companies. The objective was threefold: to institutionalize a set of […]
Building Trust Between Managers & Diverse Women Direct Reports: Recommendations for HR, Managers, and Individuals (Tool)
This tool can help you leverage diverse working relationships within your organization.
Visiting Nurse Service of New York – Diversity and Inclusion in Community-Based Healthcare (Practices)
Because Visiting Nurse Service of New York (VNSNY) has a highly diverse clientele, the organization understands that promoting cultural awareness, developing and retaining a diverse workforce, and creating an inclusive […]
Building Trust Between Managers and Diverse Women Direct Reports (Report)
Trust between managers and direct reports is essential to forming productive workplace relationships.
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 by increasing low employee morale and regaining trust. These actions […]
Kaiser Permanente – Achieving Our Mission and Growing the Business Through the National Diversity Agenda (Practices)
Kaiser Permanente’s initiative, Achieving Our Mission and Growing the Business Through the National Diversity Agenda, makes diversity and inclusion central to the organization’s competitive advantage and its ability to deliver […]
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 the company to build on its successful and longstanding diversity […]
Unwritten Rules
2008 – 2011 Advancing in business is often as much about learning and playing by the rules as it is about talent and results. Some rules are explicitly stated in […]
Unwritten Rules: Why Doing a Good Job Might Not Be Enough Europe (Report)
This report examines Europeans' perceptions of unwritten rules as well as how they learned to navigate these rules.
Leadership Gap in India Inc.: Myths and Realities (Report)
In this report, we focus on building awareness and offering action steps for developing and advancing women in corporate India.
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.
AB Volvo – Walk the Talk (Practices)
Implemented in 1998, Walk the Talk seeks to promote greater awareness and understanding of gender and leadership issues and their impact on Volvo’s business development, managers, and the organization as […]
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 awareness and breaking down barriers. Boeing set out to accomplish […]
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.
McCarthy Tétrault LLP – Increasing Retention of Women Lawyers: The Parental Leave Program (Practices)
To bring the retention of women lawyers further into alignment with the firm’s progressive history of recruiting women, McCarthy Tétrault transformed the various regional parental leave policies into a firm-wide supportive and comprehensive Parental Leave Program.
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.
Sara Lee Corporation – Recruiting and Retaining Top Talent With Returnships (Practices)
Sara Lee’s Returnship program was launched in 2009 as part of an initiative to attract and retain mid-level career professionals interested in re-entering the workforce after an extended leave. The […]
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.
Deloitte & Touche LLP – Mass Career Customization at Deloitte: A New Model for Building Careers and Developing Talent (Practices)
Deloitte’s Mass Career Customization (MCC) framework deconstructs careers into four primary dimensions (pace, workload, location and schedule, and role) to provide a structured approach that facilitates collaboration between employees and […]