THE BUSINESS CASE
Case Studies
Interviews and Training
QUALITATIVE
A U.S.-based, globally distributed winemaker that produced wines that consistently enjoyed stellar reviews from Robert Parker and Wine Spectator engaged Conscious Inclusion Company to address issues of gender bias they detected in their operations. Following this initial training, the relationship grew, as we influenced not only thoughts and attitudes but also beliefs which resulted in changing behaviors at a micro-level and ultimately, at the meso-level. The team we worked with grew to be curious about others’ perspectives and lived experiences.
Through additional interactive workshops and hands-on training, as well consulting on as strategic planning and implementation. New policies and practices were put into place. The team became more aware of their own unconscious biases and took action to change their behaviors. This enabled the team to focus on their core competency, sourcing the best fruit to produce high quality wines, while creating a team culture of inclusion.
Not only are the wines notable for the inclusive diversity sourced for each appellation, now the winemakers are too.
Data Analytics
QUANTITATIVE
A global manufacturer sought to adapt to changing work conditions while keeping their workforce inclusive and engaged, even as external factors continually challenge the status quo and programs
Through manual and anecdotal surveys, compliance training, and metrics such as AI-driven natural language processing and sentiment analysis, Conscious Inclusion Company was able to measure inclusion. We prompted changes at the systemic level. Utilizing unbiased AI and communications data, we were able to assist the manufacturer in spotting trends and anomalies at the macro-level, as well as, recognizing both leaders and laggards at the micro-level.
With this data, the client was able to target the change needed in their strategic planning to grow and protect the company.
Embedding DEI
BEHAVIORAL CHANGES
A global professional services organization sought thrice monthly microlearning sessions to introduce meaningful change from the micro-level to the macro-level around diversity, equity, and inclusion. The goal was to create sustainable change starting with each employee from mid-level to C-suite. The goal was to embed diversity and inclusion into the business strategy and culture of the company. Noting that inclusive leaders build inclusive organizations, the company recognized this type of meaningful change is a journey and a major change management process. However, because nobody really likes change, shifting a culture into a new paradigm towards inclusion can be both difficult and painful because it challenges people's thinking, their belief systems, attitudes, and behaviors.
Conscious Inclusion Company helped the company in moving beyond compliance-only efforts to building a more inclusive organization and to embed DEI into their business strategy. These efforts were viewed in a holistically and positioned at the macro-level. The diversity agenda was weaved into the business bigger-picture strategy and given the backing to determine meaningful and measurable goals and objectives.
With these laser-like focused practices that ensured inclusive diversity drove the strategic priorities, the efforts were measured, and visibility gained and changes at the 4P-level (policies, practices, pay and pipeline) were funded. Diversity, equity, and Inclusion became part of a much more inclusive culture that was amply resourced and ultimately, received broad global support.