Project Highlights

Challenge

A NYSE publicly traded holding company wished to design and implement Inclusion and Belonging initiatives for the holding company and 13 operating companies to fit the unique circumstances of each organization.

Solution

AGC’s proprietary Inclusion Indicator™ was utilized to obtain a baseline measurement of each company’s performance, identify clear steps for enhancing inclusion, and measure progress over time.

The baseline Inclusion Indicator™ Score was determined for all 14 companies, enabling each organization to identify its starting point and track improvements over time. Scores were used to design strategies to address the specific needs of each company, and supports were provided as needed to launch the identified initiatives. 

Results

In a year over year score comparison,    

Inclusion Indicator™ Scores improved for the holding company and 11 of 13 operating companies, with an average 7.6% increase across all companies.

Inclusion Indicator™ Scores had a positive correlation with whether employees would recommend their company to their network as a good place to work.

"I knew we needed to address some cultural issues and empower our leaders to treat Inclusion as an ongoing development experience…not just a check-the-box exercise. Audrey and her team have been great partners to us in our journey and they have given us tools that we are actively using and we are seeing a positive shift in our culture because of it."  - Operating Company President

Challenge

In order to meet increasing demand for surgical coaching, the Academy for Surgical Coaching was in need of enhanced operational systems and an expanded funding model to enable the organization to operate at scale.  

Solution

AGC worked with the Academy to streamline operations to allow for the organization to operate more effectively. Key initiatives included the realignment of internal responsibilities, the development of system efficiencies, and the expansion of the Academy's training faculty and training platforms.

Following a market assessment, ACG also guided the Academy to develop a fee-for-service model that would allow the organization to become more self-sufficient and less reliant on external grants. 

Results

The Academy has been able to expand its outreach and grow its impact across the U.S. and internationally, while also building a solid revenue base to support operations. Among other markers, they recently conducted their 20th surgical coach training and now have over 300 trained surgical coaches on their roster.

"Audrey is absolutely amazing. Her experience level and know-how are extraordinary. In almost no time, she had assessed our organization and team, identified our strengths and areas for improvement, and put an action plan in place. She has gone above and beyond in every way and taken our organization to a new level. She is one of the most competent people I have ever worked with and I cannot recommend her highly enough." 

- Caprice Greenberg MD, President and Co-Founder

Challenge

A manufacturing company with 550+ employees relies on a dedicated workforce that is highly skilled and experienced. While employees reported being very happy working for this company, key staff members were being lost to other businesses because they did not see a career path for themselves within the company. While numerous career growth options were available across all areas of the organization, they were not well documented or broadly communicated. 

Solution

To create greater inclusion and improve retention, AGC created a Career Pathway Program that accomplished the following objectives:

• Establish a structured process for career development and advancement that would be equally available to all employees. 
• Provide transparency into possible career pathways to enable employees to explore their career options.
• Empower employees to determine their level of participation in this optional program.
• Provide a communication tool for employees to present their interests and managers to provide feedback.

Results

A pilot program was developed with 128 roles across 18 departments. AGC created a comprehensive Career Pathway Manual that outlined the company's career pathways in detail,  including requirements for each job level, the skills and knowledge needed to advance, and career pathway graphics to provide visual examples for how various career pathways could progress. Employee and Manager Toolkits were also developed to guide participation in the process with step by step instructions. 

Having developed the Career Pathway program framework and templates, AGC has provided the foundation for the company to include other roles and departments, transferring ownership to the company’s team to make the program sustainable over time. 

“It really was a team effort and the assistance and guidance from Audrey George and her team made all the difference and allowed us to hit this goal.“ - Director of Talent