Challenge:
General Manager wants more progress but leaders lack the knowledge and skills needed to inspire greater diversity & inclusion progress within organization.
Solution:
Established coaching relationship with General Manager. Facilitated creation and communication of General Manager’s diversity & inclusion initiative composed of three separate learning strategies and a structured diversity recognition program.
Results:
90% of managers participated and reported significant progress in their diversity competency. Organization’s leadership adopted practice of setting aside a percentage of every leader’s salary increase to diversity-related results.

Challenge:
Human Resources team is expected to integrate diversity & inclusion interests within the organization and lacks the awareness, knowledge and skills to accomplish task.
Solution:
Designed and facilitated diversity learning initiative for Human Resources team. Created peer-coaching structure to facilitate ongoing practice/feedback/demonstration cycle in order to generate learning and development sustainability.
Results:
95% of Human Resource members participated and reported substantial improvement in their diversity competency and ability to coach business leaders regarding diversity & inclusion.

Challenge:
Unfortunate incident related to harassment leads to costly litigation, loss of productivity, and damaged company reputation.
Solution:
Created and rolled-out 'just-in-time' required training for all employees on harassment prevention. Established training sequence, participation tracking system, reports for leadership, and consequences for non-compliance.
Results:
100% of employees trained. Local community leaders recognize company as 'Prized Citizen'.

Challenge:
Transgender employee is 'transitioning' within the organization. Leadership is fearful of employee’s rejection and the potential for negative consequences to employee's career, staff morale and productivity.
Solution:
Created comprehensive change management plan including support for Transgender employee, communication with all staff, and coaching of leadership. Designed and rolled-out diversity training for all staff with emphasis on 'gender identity'; facilitated executive briefing on company policy, legal, and organizational implications.
Results:
Transgender employee completed transition safely with no negative impact on career; many members of staff were able to demonstrate their support for the employee, modeling inclusion; and staff requested additional diversity & inclusion training.

Challenge:
Organization experiencing misalignment and confusion of roles. Organization requests an organizational design review, recommendations and facilitation of re-organization.
Solution:
Assembled design team included current staff members, to help insure buy-in for eventual recommendations. Conducted organizational assessment with the assistance of design team, to determine current state. Conducted assessment data analysis; prepared report of findings; presented findings and recommendations to leadership, along with design team. Provided consulting and coaching to top leader to implement necessary organizational changes.
Results:
Organizational changes were implemented successfully with full support from current staff.

Challenge:
Organization’s employee satisfaction scores low, reflecting staff‘s low confidence with supervisors. Organization also experiencing high number of formal employee grievances.
Solution:
Designed and implemented robust management training for all supervisors in the organization. Topics included: management roles and responsibilities, effective communication, working effectively in a multicultural environment, conflict resolution, work and personality styles, performance management, coaching for performance, and employment law for managers.
Results:
Employee satisfaction scores have improved by 25%; and number of formal grievances is down by 50%.

Challenge:
Company’s 'employee network groups' lack business focus and necessary structure to add value to the organization. No clear funding structure or coordination leads to inequity and competition for dollars between the groups.
Solution:
Created structure for employee network groups including charter, operating and leadership structure, and funding model. Recommended yearly plans that clearly add value to organizational goals; internal coordination that encourages collaboration among groups and expects accountability; and an overall employee network group strategy that includes leadership development, leverage of cultural knowledge, and fiscal responsibility.
Results:
Company established internal coordination of employee network groups and clear funding levels and structure. Expectations were set for accountability and performance. The number of groups, contribution, and visibility increased.

ALEJANDRO C. - KAISER PERMANENTE

NADINE R. - 3M COMPANY

FRANK M. - NATIONAL CITY BANK

EARNELL M. - ENVIRONMENTAL LEADERSHIP PROGRAM

SACHIKO H. - MWH