Listen to your female talent like your business depends on it.

Is your organization struggling to advance women into leadership ranks?

Are you concerned about how well your workplace culture includes, engages, and retains women?

Is your women's network operating based on a few heroic volunteers, without a strategy or structure?

Let us help.

Our Consulting Process

1. 

Culture Review

We start with a comprehensive review of your existing employee engagement data and employee policies, with a gender inclusion lens.

2.

Online Survey

Targeting areas of particular relevance for your organization, we launch a 28-item survey with women employees, capturing quantitative and qualitative insights. 

3.

Focus Groups

Deepening your survey insights, we engage men and women in a series of 4-6 virtual focus groups, promoting a shared problem-solving culture, where inclusion is everyone's job.

4. 

Reporting + Recommendations

Following data and sentiment analysis, we synthesize your findings into 4 recommended areas for improvement that can be acted upon right away - over the next 18 months.

Add-on services:

 

  • Delivering sessions for all staff on how to be an ally and disrupt gender bias

  • Facilitating an onsite session with senior management highlighting the business case for women’s leadership

  • Designing and delivering a strategy session for your women’s network’s steering committee with the goal of building a 3-year strategy 

CREDIT LENDER 

Galvanizes Change Using 1,000 Person Survey & Focus Group Series

Challenge: 

  • Sought to identify obstacles in the overall advancement of women.

 

Solution: 

  • 1:1 interviews with alumnae to understand why they left

  • Data collection through survey and focus groups

  • A “Culture Review” of policies and practices relating to hiring, onboarding, flexibility and benefits, growth & development.

 

Impact:  

  • Launched women’s network, “Influencer” sessions, and Structured Development Discussions; Began Targeted Succession Planning; Recognized as an employer of choice for women.

.

ELECTRONICS CONGLOMERATE UNLOCKS 3-YEAR STRATEGY FOR WOMEN'S NETWORK

Challenge

  • Formalize a strategy for an ad hoc, grassroots women’s network.

 

Solution

  • Competitor analysis and briefing with US president.

  • Dozens of interviews with women across levels

  • Facilitation of 1-day offsite to create a 3 year strategic plan with women’s network steering committee.

Impact

  • Network is sponsored by the general management committee; now exists in nearly 20 regions; launched mentoring program; provides input directly to country leadership; earned increased employer-of-choice recognition.

CONSUMER GOODS MULTINATIONAL

SPARKS A

SELF-ADVOCACY CULTURE

Challenge: 

  • Core business of consumer goods company experienced low numbers of women “raising their hands” for promotions and stretch assignments & few women leaders.

 

Solution: 

  • Interview series; “ally behaviors” workshop; “speed negotiating labs” for women.

  • Formulation of cultural practices to create more of a self-advocacy culture.

Impact: 

  • Enhanced “common language,” relationships and collaboration.

  • Increased use of ally behaviors.

  • Employer rankings rose over the following years.

LOGISTICS  COMPANY PROBES CULTURE

WITH VIRTUAL FOCUS GROUPS & PULSE SURVEY

Challenge:

  • Transport leader sought to expand women's initiative beyond North America, in close collaboration with employees.

Solution:

  • Review of existing employee engagement survey data

  • Virtual focus groups and web survey

  • Session on business case for women's leadership with  executive team

  • Facilitation of 1-day offsite to create a 3 year strategic plan for women’s network. 

Impact:

  • Improved "shared problem-solving" culture (by involving everyone in improvements) 

  • Expansion of women's network, mentoring program and identified ally behaviors.

Case Studies -

Making an Impact

Meet The Team

Selena Rezvani,

Lead Researcher & Consultant 

  • Champion of emerging women leaders and allies.

  • Deloitte-trained consultant, using workplace culture assessments to help corporate clients be more inclusive and welcoming to women - and to become employers of choice.  Clients include Microsoft, P&G, Daimler Chrysler, Legrand, and PIMCO.

  • Lead author of numerous workplace research reports on women's experiences, negotiation habits, stretch assignments and more.

  • Author of 2 leadership books for professional women – Pushback and The Next Generation of Women Leaders.

Jane Weiss, 

Senior

Consultant

  • Passionate advocate for the employee voice and seasoned expert in best-in-class workplaces. 

  • Formerly a principal consultant at Great Place to Work Institute (the firm that ranks the 100 Best Place to Work for Fortune) and Head of Organization Development for Cigna.

  • Delivers organizational assessments, developing and implementing strategic HR initiatives and executive networks for leaders.

  • Provides executive coaching to dozens of emerging leaders each year. 

  • Holds a Masters degree in Organization Development from American University and a BA from Brandeis University.

Kim Fazio,

Data

Consultant

  • Industrial Psychologist challenging workplaces to be more human.

  • 15 years of HR and branding experience at companies like Hartford Insurance and Merck.

  • Leverages people data, running everything from  regression analysis to sentiment analysis - deriving meaningful, actionable insights.

  • Authored and researched, "Predictors of Meaningful Work Perceptions" and "How Behavioral Economics Influences Management Decision-Making: A New Paradigm."

  • Holds a Masters degree in Industrial/Organizational Psychology from West Chester University.

Michelle Khan,

Director of Operations

  • Dedicated ally to workplaces and leaders who want to evolve beyond business as usual.

  • 12+ years of Director-level experience, including in Fortune 200 companies.

  • Leads the development, implementation, and management of strategic operational efforts for the consulting team.

  • Provides business insight, project and operational management for Americas-led initiatives.

  • Co-leads virtual data collection sessions.

  • Responsible for ensuring consulting initiatives are in line with clients'' strategic priorities, while focusing on improving culture,inclusion, and employee engagement.