Manufacturing

Phase 1: Building the Roadmap

We at VERCIDA Consulting have a proven method for developing strategies of this nature, using our diversity and inclusion DIVE© model. The process for building the D&I roadmap consisted of four key stages:

• Stage 1: Review and benchmarking of existing policies and processes: This was a light touch review of key policy areas covering talent acquisition, talent development, performance management and work-life integration.
  

• Stage 2: Engagement with key business stakeholders: Conducting interviews with key business stakeholders at the company, including regional HR colleagues and business leaders from across key regional locations – Europe, North America, South Latin America and Asia. 
  

• Stage 3: Building the D&I roadmap: Following the key stakeholder interviews, a number of themes emerged within which to build the roadmap. We aligned this to a global benchmark which resulted in a roadmap aligned to two broad strategy areas – inclusive talent and inclusive culture. The roadmap consists of a set of actions which will be delivered over two key implementation phases: Phase 1: 2019 – 2020 and Phase 2: 2021 – 2023. 

Phase 2: Socialising the D&I roadmap and educating the leadership population

As part of gaining buy-in from senior business stakeholders, we devised and facilitated a series of Inclusive Leadership workshops. Delivered in key global hubs, including London, Geneva, Sao Paulo, Buenos Aires, and Newark (USA) the objectives of these sessions where to: 

1. Create a sense of urgency on the importance of D&I as a strategic enabler amongst the company’s leadership population
   

2. Educate the company’s leadership population on the principles of inclusive leadership and the role of leaders as role models and as creators of cultures of inclusivity 
   

3. To create awareness on current behaviours and their impact on organisational health, together with building knowledge of the advantages of leveraging diversity from a business and commercial standpoint
   

4. To socialise the actions as outlined in the global D&I roadmap and to gain buy-in for local implementation 

Stage 3: Embedding 

This process consisted of two key areas of work: 

1. Policies and guiding principles:

Following the inclusive leadership workshops we have developed a set of guiding principles that balance global consistency with the “flexible for local” implementation covering:

1. Recruitment 
2. Performance management 
3. On-boarding 
4. Work-life integration and flexible working 

2. Data mapping‍

We are continuing to support the company in the following areas: 

1. Undertaking an employee mapping exercise to establish a diversity baseline, covering their business priority areas of gender, generation/age and nationality/ethnicity. The data mapping covers key areas of talent acquisition, retention, performance management, pay & reward and training & development.
2. Developing an employee drill-down survey with the aim of measuring employee perceptions on unconscious bias and inclusion at work, across their global and regional locations. 

This work is continuing throughout 2019 – 2020.

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1. Creating a sense of urgency on the importance of D&I as a strategic enabler amongst the company’s leadership population
2. Promoting a culture of work-life integration 
3. Educating the company’s leadership population on the principles of inclusive leadership and the role of leaders as role models and as creators of cultures of inclusivity
4. Establishing a set of global and regional actions