The Woods Kovalova Group teamed with a European banking and financial services organization with over $55 billion in yearly sales and more than a quarter-million workers globally. Initially, the organization approached Woods Kovalova Group for assistance in developing training solutions for senior leaders to help reinforce their worldwide diversity and inclusion policy. Later, they encouraged us to examine solutions to solve talent pipeline concerns at the company's higher levels of leadership.
SOLUTION
Woods Kovalova Group developed Unconscious Bias training in two modes following significant engagement with corporate leaders: in-person delivery and live (synchronous) virtual delivery. The training began with high leadership – the CEO and his immediate subordinates – and progressed through three additional management levels across several business divisions, including Consumer Lending, Community Banking, Securities, and Compliance. Additionally, business unit executives around the country received virtual training.
Woods Kovalova Group has conducted over 400 hours of training, with substantial extra time spent on preparation and project management. Additionally, live engagements have been held in seven states throughout the United States.
Woods Kovalova Group investigated the company's personnel assessment, calibration, and succession planning procedures for bias risks. As a result, we built a customized learning solution for senior executives and their teams immediately before their annual talent review meeting based on our research and in close consultation with the company's talent strategy division. The solution combines classroom instruction, case study review, and group counseling in a live, two-hour instructor-led seminar. The seminar equips participants with a clear set of ground rules for their talent review meeting, an understanding of how bias affects their leadership team dynamic, and a strategy for addressing discrimination during the discussion—all of which were developed by the executive team with the assistance of a senior Woods Kovalova Group consultant.
RESULTS
Executives note that their personnel evaluation and succession planning discussions have taken on a whole different tone. Candidates who had been locked in the "ready in five" box for years are now being evaluated differently, and more candidates from minority and underrepresented backgrounds are advancing to the company's top tiers.
Numerous actions by the Woods Kovalova Group are extensively interwoven into the company's diversity and inclusion strategy. For example, qualitative and quantitative statistics indicate a high level of satisfaction with the course's application, resulting in improved decision-making in hiring and personnel assessment. In addition, woods Kovalova Group collaborated with this customer to focus on longitudinal results to preserve long-term effect and ROI.
The partnership recognizes the critical role of accountability and seeks to quantify the return on investment – Woods Kovalova Group collaborated closely with our client to develop a dashboard to assist in tracking the retention and promotion effects of the effort to mitigate the impact of Unconscious Bias and other issues across business units.
Image courtesy Miquel Parera @miquel_parera_mila