1. ARE YOUR 'SILVER HAIRS' AND YOUR 'YOUNG TURKS' AT LOGGERHEADS?
2. ARE UNCONSCIOUS BIASES STILL HINDERING THE GR0WTH OF WOMEN IN YOUR FIRM?
3. DO YOUR MILLENIALS SEEM BORED? IS THERE A LEADERSHIP DEVELOPMENT PLAN FOR THEM?

1. ARE YOUR 'SILVER HAIRS' AND YOUR 'YOUNG TURKS' AT LOGGERHEADS?
2. ARE UNCONSCIOUS BIASES STILL HINDERING THE GR0WTH OF WOMEN IN YOUR FIRM?
3. DO YOUR MILLENIALS SEEM BORED? IS THERE A LEADERSHIP DEVELOPMENT PLAN FOR THEM?

1. ARE YOUR 'SILVER HAIRS' AND YOUR 'YOUNG TURKS' AT LOGGERHEADS?
2. ARE UNCONSCIOUS BIASES STILL HINDERING THE GR0WTH OF WOMEN IN YOUR FIRM?
3. DO YOUR MILLENIALS SEEM BORED? IS THERE A LEADERSHIP DEVELOPMENT PLAN FOR THEM?

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If you answered ‘yes’ to any of these questions, your firm might be in need of some diversity re-tooling in the areas of gender sensitization, multi-generational workforce, or regional / cultural diversity

End-to-End Diversity Management Solutions


We partner with organizations to create a diverse work environment that is based on equal opportunity employment. Our Diversity and Inclusion strategy management services are built on four principles.

            

ASSESS

We exercise an organizational audit to assess misalignments

        

SENSITIZE

Build redressal programs for:

  • Sensitization and Awareness Programs to remove all interfering biases
  • Development of Influencers to create the intended mind shift

        

INTEGRATE

Create a sustainable and diversity inclusion plan that integrates seamlessly within the fabric of the organization

        

INNOVATE

Drive the richness of diversity for creativity and innovation

We will help you manage your diversity journey through various stages of growth


01

RAISING AWARENESS

02

ATTRACTING A DIVERSE WORKFORCE

03

INCLUSIVE & SENSITIVE WORKPLACE

04

EQUAL OPPORTUNITY EMPLOYER

05

INFLUENCER-THROUGH FAIR ACTIONS AND PRACTICE

Our Offerings


Find out more

Proprietary Workshops


IDENTIFYING & NAVIGATING UNCONSCIOUS BIASES


  • Being an Inclusive Leader
  • Being an Inclusive Manager
  • Being an Inclusive Team Player

DIVERSITY SENSITIZATION


  • Appreciating and leveraging Diversity for business impact
  • Leading a Diverse Workplace

GENDER AT WORK


  • Building Gender Sensitization
  • Leading Gender Balanced Teams
  • Gender Insights for Success for Women Managers
  • Expanding Leadership Influence through Networking
  • Building Respectful Workplaces (POSH)

MULTI-GENERATIONAL WORKPLACES


  • Managing in a multi generational work environment
  • Building Generational Competence to manage Gen Y & Gen Z
  • Leveraging Inter-generational equity as a millennial

Unfold in Action


Inclusion in the ‘new normal’

THE CHALLENGE

The client is the Technology wing of an American insurance organization and is keen on kicking off a D&I agenda formally in the year 2020. They had set up an Employee Resource Group (ERG) and also identified the specific talent groups they would like to work on. However, members of the ERG were not well versed with the topic and the need was felt to provide them with an orientation to the subject and its practical applications to ensure a common understanding amongst the group and to enable a more informed planning process.

THE SOLUTION

Over two weeks, the Unfold team took the client ERG through a comprehensive virtual workshop to provide a well-rounded perspective on the subject. The workshop was designed to be delivered virtually using available audio/ video conferencing techniques but still retaining the essence of an active learning mode. Methodology such as group discussions, individual activities and short surveys were deployed effectively to cover topics such as the benefits of a diverse workforce, consequences of unconscious bias, best practices, case scenarios, action planning etc. Given the pandemic situation in place, there is a further layer of complexity with employees working from home and this in itself creating new vulnerable employee groups which was also discussed.

OUTCOMES

The members of the ERG were taken through a comprehensive orientation module and are now more equipped to identify priorities and take action. The client has reached out for further support during the planning phase and we continue our association with them as they take the next step in their D&I journey.

An upcoming cancer hospital wants to treat patients, employees, and consultants the 'right' way

The Challenge

To build a culture of respect, and empathy at the workplace, among their entire ecosystem of hospital employees, consultants and others; become a great place to work at, for both internal operations and patient care

The Solution

Across two months, we conducted leadership interviews, focus group discussions with employees, and interviews with the doctors. We audited their processes and policies, including people management and culture practices, leading to a roadmap of recommendations for the short, mid and long term. The objective was to assess the hospital culture, how each person brings it to life, and how aligned they are to it. We took their perspectives on what would make the hospital a great place to work for them, and we audited and benchmarked their people practices with others in the hospital sector. The client was open to ideas from other industries as well.

OUTCOMES

- Culture analysis and a detailed roadmap of recommendations in the short, mid and long term were presented to Leadership
- Top management were taken through a workshop to kickstart the cultural alignment process
- The organization made several immediate changes and initiated the realignment of key processes

Intervention on Leading Inclusive workplaces & Diverse Teams

THE CHALLENGE

A global engineering organization with operations in 100 countries, the client is a traditional business with a workforce that is male dominated. Their CEO signed the UN WEP in 2015 as a commitment to build more inclusive leaders at all levels. The goals taken were quite ambitious to be met within a certain timeline. The need was to align leadership and management thinking in India for building a gender diverse talent strategy and a sensitive ecosystem to make this change happen

THE SOLUTION

An assessment was deployed in year 1 with key leadership stakeholders across its various businesses to understand current realities and their goals. A pulse check was conducted with a select pool of employees to understand their dilemmas and ground realities. The Unfold Inclusive Leadership program was designed with various elements to build a deeper understanding of prevailing biases, benefits of gender balanced teams, leadership styles needed to manage women at the workplace and co-creating actions to make the change happen. We customized case studies, and data was used to make the dialogue interactive and contextual. A separate assessment was conducted for the R&D division in year 2 to build a deeper focus on biases related to regional and cultural , generational and diversity of thinking

OUTCOMES

The Unfold Inclusive Leadership series has been deployed at manufacturing plants; sales workforce; R&D workforce technology workforce, acquired businesses and covered about 500 key stakeholders across various levels from senior leadership to front line managers over 18 months.

A Global Financial Services Company tries to understand its millennials

The Challenge

The client realised their workforce had undergone a massive change. They had more than 80% of millennials in the workplace. There was a strong generational divide. Key issues centred on communication, work styles, and respect. For instance, millennials were non-responsive to leadership emails. They preferred informal channels that were traditionally not favoured by the firm for security reasons. The senior leadership approached Unfold to develop practical solutions that would be progressive without increasing the firm’s risk profile.

The Solution

Unfold worked with diverse teams to sensitise them to differences, align perspectives, and co-create solutions. Scenario building and candid discussions were used to help people learn more about points of conflict and find solutions. The team explored possible strategies anchored in organizational realities and confidential business scenarios.

Inclusion audit for reinforcing effectiveness of the D&I agenda

THE CHALLENGE

A global aerospace and defense organization, with an old, traditional business and a workforce that is male dominated. Their talent pool for hiring in India is from old world engineering and aerospace PSUs. The organization has grown through mergers and acquisitions which meant creating and integrating a cohesive and inclusive culture. The need was to execute an I&D audit to ascertain the reality on the ground for their engineering division. The organization has been aggressive in acquiring women as a talent pool but acceptance, sensitivity in retaining and growing women is a challenge.

THE SOLUTION

▪One on one interviews were conducted with HR leads and line managers to get a better understanding of the challenges and positives of the I&D agenda
▪Existing HR policies, artefacts and pulse feedbacks were reviewed
▪An anonymous online assessment was custom designed and deployed for leaders, managers, women employees as well as employees around work culture and prevalent biases with their inputs on the current state and effectiveness along with recommendations for the organization
▪The assessment findings served as an input to refreshing the roadmap for D&I efforts
▪Phase 2 scope involves launching the audit for a recently acquired business which is a technology company to compare and contrast the findings for the two separate workforces to build custom D&I agendas that are relevant for the two entities

Cross cultural competence for leaders and teams - India and the US

THE CHALLENGE

An American private equity firm that partners with leading entrepreneurs and innovative growth companies has a section of the company in India. This is a captive with a young and vibrant team. As the company is invested in growing the India organization they wanted better communication and stronger management of relationships between US and India teams. They wanted to build greater empathy, trust and a sensitive working model between the two geos with enhanced appreciation for each other’s national and state culture, country socio economic context and unique behaviours that shape approach to workstyles and communication,

THE SOLUTION

Unfold partnered with the leadership to understand the expectations from cross cultural collaboration, areas of strength and conflicts, barriers to communication and interpersonal relationships challenges. An intervention was designed to build capability of both India and US teams. The sessions were conducted in both India and US time zones using digital platforms and face to face sessions. A masterclass was conducted for key leaders to sustain the effort thereafter

OUTCOMES

The geographically dispersed teams were better equipped to understand and work with each other. This led to greater collaboration and efficiency in making decisions. The train-the-trainer program helped the organization to sustain the initiative in the long term.

Removing self-limiting beliefs in women managers of a technology company

THE CHALLENGE

The client felt their women managers were confined by their own, growth-inhibiting beliefs. They wanted a plan that would train these women for success.

THE SOLUTION

Unfold designed a program for 25 women managers. Titled ‘Gender Insights for Success’ the program:

- Provoked a discussion on the gender identity that women carry
- Explored multiple roles women could play in their future
- Helped women identify self-limiting beliefs
- Replaced those beliefs with competencies needed for success
- Built an orientation to key leadership skills

OUTCOMES

The program inspired women to reflect and make a change. It also helped build an orientation to five foundational leadership skills that would address the challenges they faced in their leadership journey. It thus aided their leadership development journey. The workshop was followed by a group coaching session to help them surmount obstacles and focus on performance, while executing their action plans.