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.