IBIS's clients often remark on the powerful impact of our collaborative approach to inclusion solutions—it spurs growth and development, and delivers meaningful behavioral and organizational results that last. Our D&I expertise across a range of industries and organizations is a valuable component of our client partnerships.
To design a diversity skills training program to roll out company-wide (150,000+ employees) which integrates and builds upon the company’s earlier diversity awareness trainings.
IBIS consultants worked with an internal team composed of members from Learning & Development and Global Diversity to design an innovative, blended training program. It consists of a two-part customized e-learning program that bookends an instructor-led session. IBIS trained a team of internal staff to successfully deliver the training across the country.
The pilot sessions and the Train-the Trainer sessions received high ratings; the company successfully rolled-out the training.
To help employees understand why workplace diversity is important to their business success and how to make the organization more inclusive.
We conducted an organizational assessment that included focus groups to understand the client’s challenges related to diversity. We worked with the senior management group to develop their business case for diversity and ensure buy-in and commitment for the diversity initiative. The initiative first focused on delivering a half-day diversity awareness program. IBIS trainers designed and delivered the training to 3,000 employees. We then created an e-learning program covering the same material for new employees and those at remote sites. Following the all-employee training, IBIS designed and delivered training to the management team, on the topic of “Managing for Diversity and Inclusion."
Evaluations of the training program were extremely high and the Diversity Committee is now focusing on Employee Resource Groups and an internal diversity website. The Diversity Committee reports there has been significant culture change in the organization.
To assist the company to better understand its strengths and challenges relative to diversity and to develop a strategic plan to enhance diversity.
IBIS consultants helped launch a Diversity Committee to guide the diversity process. We conducted assessments of the six global offices, and provided a roadmap of issues that needed to be addressed at the corporate and local levels. IBIS conducted a two-day retreat for the Diversity Committee to clarify its mission, hear findings of the assessment and prioritize recommendations for action. IBIS also provided training to all employees exploring ways to foster creativity by leveraging D&I.
Senior management reports that the training had a significant impact – offices have become more open to differences and better able to leverage diversity. They are seeing more innovative solutions to client problems. Also, a Director of Diversity was appointed at the corporate level to direct on-going diversity efforts, address issues identified in the assessment and implement recommendations.
To help employees worldwide acquire a consistent understanding of the business case for diversity and provide tools and skills for addressing common global diversity dilemmas.
We developed the client’s first e-learning program on Global Diversity and Inclusion. This cutting-edge program includes videos that focus on global diversity issues such as gender, work style, disability and cultural differences. The program was rolled out globally to over 60,000 employees and was translated in several languages. IBIS also developed a program on D&I designed for the client’s global HR community. The online training for HR focused on helping HR members pro-actively address diversity dilemmas related to hiring/recruitment, performance evaluations, cross-country collaborations, etc. IBIS developed several other online trainings for the client on topics such as "Addressing Unconscious Biases", "Working Effectively with People with Disabilities", and "Diversity Recruiting". As a follow-up to the online training, IBIS conducted Train-The-Trainer sessions in global regions to equip internal trainers with the knowledge and tools to facilitate dialogue sessions in their regions.
Over 90,000 employees completed the training. Evaluations of the programs were extremely positive and the organization was successful in rolling-out several fully accessible Global Diversity & Inclusion programs that are relevant for employees worldwide.
To help the agency -- which had a very diverse staff -- become more inclusive. The goals included helping employees from diverse backgrounds to work together more effectively, to feel valued, and to have opportunities to grow professionally.
IBIS conducted an assessment of the agency in order to identify strengths and challenges related to diversity. Based on our findings, the Diversity Committee implemented several recommendations, including career development opportunities and diversity training. IBIS conducted training for all managers focused on managing and developing diverse teams. We also designed a curriculum for staff and conducted a Train-the-Trainers program preparing internal trainers to deliver that program to all employees of the agency. In addition, IBIS consulted to senior leadership to strengthen their teamwork.
Following the diversity training and career development initiatives, an employee survey indicated increased satisfaction with the agency’s organizational climate. IBIS has continued to work with this agency on other strategic planning initiatives, including a Future Search on Teenage Mothers and inter-agency collaborations.
To assist the University in achieving gender and racial equity.
IBIS conducted a comprehensive assessment which included an online survey, focus groups and interviews of senior administrators, as well as review of university data.
The report of findings included recommendations that helped the University move to a “best in class” diversity model. The recommendations included metrics to measure progress in areas such as leadership accountability; recruitment/hiring; culture of inclusion; education/scholarship; resources and responsibilities; education etc.