How did we empower leaders from the Capability Center of an Australian MNC to envision, execute and sustain their Diversity, Equity and Inclusion (DEI) strategy?

DEI Champions
month Journey
Pillars of DEI

A diverse and inclusive culture has a high impact on an organization’s performance. Research on company culture shows that when employees are treated regardless of race, gender, sexual orientation, or age, they are likely to be more productive (Stephen Turban, Dan Wu, and Letian (LT) Zhang)

We collaborated with the Capability Center of an Australian MNC to support them in building an inclusive environment for their team. The key objective of the program was to equip their team to look beyond biases and create a safe atmosphere where all members, irrespective of their backgrounds, can collaborate and function as a team.

Our experts at Unbox co-created a 4-month long engagement with the partner organization with a focus on building a diverse and inclusive culture.

A unique 3 step approach was designed to work on the defined objectives.

  1. Building Awareness:
    To begin with, the larger team was made aware about the various biases and how they restrict an organization’s growth. From the larger group, DEI champions were selected with the help of a custom designed assessment. This team of champions were assigned the responsibility of designing the DEI strategy and empowering the partner organization in all DEI aspects.
  2. Designing Strategy:
    We handheld the selected champions to define the four DEI focus areas and brainstorm ideas and initiatives for each of those areas.Following are the four focus areas that the team came up with:
    1. Gender diversity
    2. LGBTQIA+ Inclusion
    3. Women Leadership
    4. Accessible Workplace

    Our experts guided them to use Design Thinking tools to ideate practical solutions for the challenge statements under each focus area. Through various sessions, simulations and interactions, our experts shared feedback on the ideas and equipped the team to further strengthen their ideas. This resulted in the formation of the final DEI strategy for the partner organization.

  3. Upskilling the Team:
    Once the strategy was ready, our experts worked closely with the champions to upskill and train them. The learning sessions highlighted the prominent biases and how to overcome its effects.

The program concluded with the champions brainstorming on how they can support the DEI agenda in the long term and what their roles and responsibilities would be as part of the DEI Champions Committee.

The engagement was extremely effective in forming a group of DEI Champions, who are aware, trained, and equipped to promote and maintain an inclusive, safe, and a productive environment for a diverse workforce. The program also aided in the formation of a DEI charter, to set a path for the organization to pace towards achieving a sustainable culture of DEI.