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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

 

  • Only about 20% women repeatedly apply for junior vacancies.

  • Despite efforts, the company fails to acquire young women

  • The company is failing to bring well-trained employees on board.

Strategy:

User research

 

  • Ethnographic interviews with female students and young female talents about their expectations, fears and hopes regarding their employer

  • Testing the website, tenders and other communication materials with young women

  • Co-creation workshop with managers to implement new ideas and feedback.

 

 

Added value:

Targeted communication

 

  • A differentiated understanding of the needs of potential employees in the form of persona mapping and user journey

  • A prototype (MVP) of new communication documents with initial testing results

  • 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:

  • Female employees are more dissatisfied than female employees

  • Female employees feel less connected to the company than female employees.

  • The company threatens the loss of female employees to the competition.

Strategy:

Understand needs

 

  • Observations in meetings, lectures and informal settings (canteen, coffee machines, etc.)

  • Individual interviews with cross-status employees

  • Workshops with employees for mutual exchange in the safe space

Added Value:

Enhanced Awareness

 

  • Awareness training for department heads as well as value workshops for teams

  • Anti-sexism workshop

  • Anti-bias training for managers

  • Allyship workshops and open exchange formats

  • 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

  • although the applicants are equally or even better qualified than other applicants

  • This undermines efforts by management to increase diversity

 

Strategy:

Process analysis

 

  • Observation and analysis of HR decision-making processes

  • In-depth interviews with underrepresented groups in the company

  • Anti-bias training / train-the-trainer for selected HR professionals: to train them for diversity-sensitive recruiting

Added Value:

Inclusive HR strategy

 

  • Clear decision-making criteria for filling new positions

  • Standardised processes for recruitment with jointly defined requirements for decision teams

  • Tools and methods case for dealing with bias in recruitment

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