Status Quo.
Pull data from disparate operational system to report in real-time via dashboard and inform, everything on gender parity - Performance, Payroll, Hiring, Surveys, Policies along organisational KPI's.
Gather data from disparate sources within organisation and external benchmarks available.
We have standardized data model which captures most aspects of gender (dis)parity, performance while effecting linking to organisational units performance KPI's.
Gathered data which is anonymized where requisite, is transformed to form dimensional model so they could be sliced, rolled-up and down to provide reporting with statistics which is relevant to different stakeholders.
Reporting here is used for any statutory reporting along side providing basis to various strategies across organisation which is fit for purpose to different scenarios.
Vision.
Create organisational vision based on current statistics making vision realistic, communicate and get buy-ins in terms of targets from various part of organisations.
Buy in (sign-ups)
.
Create and communicate vision for gender parity on system. Vision which is a stretch goal but realistic and based on uptoward statistics.
Create a guiding Team with sponsor, stakeholders and subject matter experts
Create Gender Parity leads at BU Level. Provide Gender Parity leads with Latest statistics for BU.
Set Targets for BU at various levels with purpose to enrich pipeline. Communicate to line managers to get their buy-in at BU level.
Track buy-in at various levels of the organisation in form of sign-ups. Get feedback from different section of organisation towards vision, purpose and targets.
Strategy.
Strategy and Execution, based on real-time statistics makes them more effective and successful. Organisation would create programs and policies to draw maximum return as well as change around gender parity.
In congruence with vision and statistics, gender parity team creates realistic programmes and associated policies across the organisation.
Programmes and policies are active fine tuned with feedbacks while been proactively tracked for sign-ups.
Purpose of various policies are to mobilize BU to gender programmes and setting incentives, target and benefit which can be measured.
Programmes would generally cover proactive career development to enrich pipeline, Work life balance esp. to young family needs, inclusive culture and employee engagements.
Engage.
Proactively working to deliver management vision for gender parity while feeding back employee input in various form and statistics to make programmes and policies effective at ground level.
Engagement phase involve two components - Gender Parity Team and Sub-system supporting Gender Parity.
Teams compromise of employees, mentors, line managers guided by sponsors and stakeholders.
Sub-systems compromise of modules helping teams to deliver goals of gender parity.
Career planning sub-system help employee under gender parity teams to decide their career goals proactively while getting guidance and support from line managers / mentors, getting needed visiability and exposed to senior leadership.
Pipeline planning sub-system help organisation to setup requirement for current and future needs. So employee can update themselves in areas releveant to organisation while making themselves more valuable, a win-win.
Insight & Feedback planning sub-system help organisation and employee in equal measure. Employee get timely and relevant feedback while organisations are able to skill-up employee proactively. Insight part of system is designed to send small and interactive survey's to teams to understand their engagement and calculate NPS.
Reporting.
Covering statutory and organisational target based reports. System is setup to report real-time so trend could be picked early so they could either expanded or corrected.
Reporting purpose is to proactively manage gender parity targets, incentives, transparency and engagement while making a link to organisational performance KPI's.
Reporting level, done at organisational level (drill up and down-up org units), Team level and individuals using analytics based dashboard and info-graphics with ability to drill-down to granular levels.
Reporting audience and participants are sponsorers, stakeholder, line managers, mentors and team members.
Reporting purpose is done at organisational level (drill up and down-up org units), Team level and individuals.
SPOR, single point of reporting supporting single version of truth around gender parity.
