Case Study: Unconscious Bias Training with FEG Investment Advisors

In the winter of 2019/2020 we worked with FEG Investment Advisors to deliver a firm-wide unconscious bias training with a focus on gender and race / ethnicity. As a first step for the full firm, there was a desire to create awareness of equity and inclusion and create a positive dialog where everyone feels supported—no victims or villains.

In order to be comprehensive in our approach, and in order to better understand the employees of FEG, we created a firm-wide survey to gain insight into employee perception of diversity and inclusion efforts so far, and to learn what employees are looking for going forward. We used the data collected from these surveys to design four unconscious bias training sessions: two for individual contributors, and two for managers.

Our approach to these trainings, while slightly different for both groups, was to meet the following objectives:

• Understanding the impact of inherent bias in the workplace and beyond

• Creating distinction between equity and equality, and the steps to achieve each one

• Recognizing the value of creating a diverse workforce and drivers of recruitment, retention and engagement of diverse employees

• Assessing our own personal unconscious biases—where they are rooted and how we can overcome them

• Identifying situational factors that make us more prone to the influence of our unconscious biases, and creating understanding of how to overcome bias in those situations

• Developing concrete steps and actionable tools to interrupt bias and become an ally to others—creating a culture of advocacy company-wide

It is always incredibly rewarding to work with organizations who are kicking off their educational efforts for diversity and inclusion for the first time. It proposes unique challenges, but gives us the opportunity as facilitators to offer our perspective from the beginning. We are grateful for the partnership with FEG and look forward to working with them in the future.

Case Study: McKinsey & Company Women in Operations Mapping Career Strategy Workshop

During McKinsey & Company’s annual Women in Operations Day, Gild Collective was invited to deliver a short session on Mapping Career Strategy. We took advantage of a rare chunk of time—even just an hour—to focus on ourselves, or leadership purpose, and how that translates to our big objectives and strategies for achieving them in the year ahead. With a structure in place for how to break directional goals into manageable pieces, participants left the session with a clear strategy and opportunities to hold one another accountable in the process.

Case Study: AAR Unconscious Bias Training

In August, we returned to AAR to support the women’s initiative in hosting an unconscious bias training for the organization. During the session, participants at all levels of the organization gathered to have an open dialog about bias. We began with a focus on recognizing our own biases—even when they might surprise us—and recognizing the need to interrupt bias in the workplace to create more inclusive teams. The rest of the session introduced bias interrupters that participants can implement in their daily work to reduce the impact of bias. This awareness and new tools for addressing bias were put into practice the following week, when the initiative led interactive sessions with LeanIn.org's 50 Ways to Fight Bias cards as a guide for discussion.

We’re so glad we could work with AAR on setting the foundation for such an important topic.

Case Study: Tech Company Leadership Program

Last December, we delivered a 2-day program to under-represented minority women at a large technology company and were invited back to share the leadership program with a broader audience of mid-level participants within the organization.

While objectives shifted slightly between the programs, we focused on developing a concrete career strategy map and layering in additional tools to help participants achieve their goals. This included clearly recognizing strengths, identifying areas of opportunity, and creating a personal board of directors to support and advocate for participants.

Across the three programs delivered to-date, we continued to track pre- and post- session benchmarking feedback. On average across the sessions, we saw an increase in agreement on key indicators:

• My company values me and my contributions: +6%

• My company supports me in defining my career plan: +18%

• There are opportunities for me to progress in my organization: +15%

• I possess the tools needed to achieve my career goals: +35%

• I have a clear vision for my role at my company in the next 2 years: +20%

We’re looking forward to taking this program to more participants in 2020!