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We develop human-centered diversity strategies for companies.
PAST PROJECTS
Gender, diversity, inclusion - is it still sounding very theoretical or abstract? No worries. We have put together three exemplary consulting cases from our work to give you a better feeling for what our cooperation with you could look like.
CONSULTING CASE I: COMMUNICATION
Problem:
Lack of women
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Only about 20% women repeatedly apply for junior vacancies.
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Despite efforts, the company fails to acquire young women
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The company is failing to bring well-trained employees on board.
Strategy:
User research
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Ethnographic interviews with female students and young female talents about their expectations, fears and hopes regarding their employer
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Testing the website, tenders and other communication materials with young women
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Co-creation workshop with managers to implement new ideas and feedback.
Added value:
Targeted communication
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A differentiated understanding of the needs of potential employees in the form of persona mapping and user journey
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A prototype (MVP) of new communication documents with initial testing results
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Strategic plan for target group-specific external communication - anchored in the needs of the next generation.
CONSULTING CASE II: COMMITMENT
Problem:
Wellbeing
An internal survey shows that:
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Female employees are more dissatisfied than female employees
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Female employees feel less connected to the company than female employees.
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The company threatens the loss of female employees to the competition.
Strategy:
Understand needs
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Observations in meetings, lectures and informal settings (canteen, coffee machines, etc.)
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Individual interviews with cross-status employees
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Workshops with employees for mutual exchange in the safe space
Added Value:
Enhanced Awareness
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Awareness training for department heads as well as value workshops for teams
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Anti-sexism workshop
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Anti-bias training for managers
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Allyship workshops and open exchange formats
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Development of a code of conduct
CONSULTING CASE III: RECRUITMENT
Problem:
Selection process
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In the assessment center of a company, applicants with a migration background do the worst structurally
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although the applicants are equally or even better qualified than other applicants
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This undermines efforts by management to increase diversity
Strategy:
Process analysis
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Observation and analysis of HR decision-making processes
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In-depth interviews with underrepresented groups in the company
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Anti-bias training / train-the-trainer for selected HR professionals: to train them for diversity-sensitive recruiting
Added Value:
Inclusive HR strategy
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Clear decision-making criteria for filling new positions
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Standardised processes for recruitment with jointly defined requirements for decision teams
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Tools and methods case for dealing with bias in recruitment
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