An F100 financial institution wanted to explore employees’ attitudes, experiences, behaviors, and expectations in order to evaluate and improve its diversity, inclusion, and belonging (DIB) efforts.
Case Study: Employee Relations
We conducted 145 in-depth empathy interviews with employees of the financial institution, including a cross-section of personal identities (gender, race, ethnicity, sexual orientation, and veteran status), career levels, and company tenure.
The findings revealed that while current efforts are a good start and well-intentioned, there is plenty of room for growth in the company’s DIB approach, particularly involving its execution. Employees strongly desire action on changing systems that sustain inequities.