During an extended partnership, CCDI provided answers to questions that were of central use to the partner company: How can we efficiently and sustainably increase the number of women at management levels? Which measures are most effective? What steps can we take to become a leader in D&I Management?

Using desk research, statistical analyses and qualitative interviews, CCDI identified various D&I-related challenges facing the company. Our research team then developed a forecasting tool to predict future levels of women in management, based on the company’s progress to date with current measures compared to a variety of possible alternative measures. The forecasting tool is designed for HR specialists to support line managers in their decisions on recruitment and promotion. Concretely, it is helping the company to adjust its talent management practices in an informed and precise way, in order to more efficiently achieve its D&I goals.

Finally, CCDI provided a detailed analysis of insider / outsider groups in the company and offered recommendations on how to conceptualise and implement a new D&I strategy.

CCDI entered a multi-year cooperation with a company with the goal of helping it become a market leader in attracting, selecting and retaining diverse talent. First insights were gained by assessing the company’s current D&I management practices and performing a qualitative employee survey. CCDI then conducted an in-depth quantitative analysis of the company’s HR data. The results revealed statistically significant “penalties” for certain employee groups in the areas of performance evaluations, potential assessments, as well as wages and bonuses, based on the employee’s age, gender and/or employment percentage.

Awareness that such unconscious bias does in fact exist has helped the company’s management to develop precise measures to reduce it and to foster equal career opportunities. CCDI has provided concrete recommendations for abating the importance of insider groups as the path to promotion, for encouraging knowledge transfer between generations, and for creating a corporate culture that is attractive to diverse talent.

CCDI collaborated with an organisation in order to evaluate the effectiveness of its endeavors to increase female representation on all levels of hierarchy. The project particularly focused on identifying ways to encourage well-educated, career-minded women to stay in the organisation after starting a family. CCDI carried out on-site qualitative research, conducting in-depth interviews with both supervisors and female employees. Through analysis of the collected data, we were able to provide a professional assessment of the current situation and propose possible strategies and measures for improvement.

As a result, the organisation is now placing a stronger focus on part-time female employees with children in its career development and planning efforts. Going forward, these women will receive more active and regular support in their career advancement goals. The project has also prompted management to launch a significant re-organisation of the childcare services centre, including an increase in the number of childcare spaces, better service support, and a more consumer-oriented focus.

Supplier diversity encourages the inclusion of minority groups that have traditionally found it difficult to integrate and gain acceptance in the corporate landscape. On behalf of a client company, we carried out extensive desk research and conducted interviews with representatives from industry, government, NGOs and academia to assess the current state and prospects of supplier diversity in modern organisations. The resulting report provided an overview of the supplier diversity landscape as well as recommendations to the client for developing and implementing a supplier diversification strategy.