Background

A leading insurance company, recognized among the top 10 in the industry, approached Woods Kovalova Group to enhance its diversity and inclusion (D&I) initiatives. The company, with over 15,000 employees and operations across multiple states, faced challenges in creating a truly inclusive workplace despite having existing D&I policies.

Client Feedback

"Working with Woods Kovalova Group has transformed our approach to diversity and inclusion. Their comprehensive training programs and strategic recommendations have not only increased engagement but also created a more inclusive environment that retains and nurtures diverse talent." – Chief Diversity Officer, Major Insurance Company

Challenges

  • Limited Employee Engagement: Despite having D&I policies, employee engagement in these initiatives was low.

  • Unconscious Bias: There were noticeable patterns of unconscious bias affecting recruitment, promotion, and daily workplace interactions.

  • Retention of Diverse Talent: The company struggled with retaining diverse talent, particularly in leadership positions.

Objectives

  1. Increase employee engagement in D&I initiatives.

  2. Reduce unconscious bias within the organization.

  3. Improve retention rates of diverse talent, especially in leadership roles.

Approach

Woods Kovalova Group implemented a multi-faceted approach to address these challenges:

  1. Comprehensive Training Programs: Conducted workshops and training sessions focused on unconscious bias, inclusive leadership, and cultural competence. These sessions were tailored to different levels within the organization, from frontline employees to top executives.

  2. Employee Resource Groups (ERGs): Assisted in the formation and strengthening of ERGs to provide support networks and promote a sense of belonging among diverse employees.

  3. Leadership Development: Developed a mentorship program aimed at nurturing diverse talent and preparing them for leadership roles. This included one-on-one coaching and group workshops.

  4. Policy Review and Recommendations: Conducted a thorough review of the company's existing policies and provided actionable recommendations to eliminate biases and promote inclusivity.

Results

  • Increased Engagement: Employee participation in D&I initiatives increased by 35% within six months. Feedback surveys indicated a heightened awareness and commitment to D&I across the organization.

  • Reduced Unconscious Bias: Post-training assessments showed a 40% reduction in incidents related to unconscious bias. Employees reported a more inclusive and respectful work environment.

  • Improved Retention: The retention rate of diverse employees improved by 25%. Additionally, there was a noticeable increase in the number of diverse employees in leadership positions.

Conclusion

The strategic partnership with Woods Kovalova Group enabled the insurance company to make significant strides in their D&I journey. Through tailored training, policy enhancements, and leadership development programs, the company now stands as a model for inclusivity in the insurance industry.