In an age where more companies are experiencing the benefits of a global workforce, whether in office, virtual, or a hybrid of the two, it can seem daunting for employees to foster a sense of unity around organizational values or culture. It can be particularly challenging when trying to build a culture of inclusion and advocacy across a vast spectrum of views and perspectives across multiple cultures and regions. This was the challenge facing Mintel Group Ltd., a market research company with global headquarters in London, UK.
To address these challenges, Mintel partnered with RW3 CultureWizard to design a bespoke inclusion training program aimed at building diverse, inclusive leadership across teams.
During the summer of 2020, Mintel hosted a Town Hall to address the changing needs of their employee base amidst the global pandemic. From this meeting, and with the support of extensive market research, they discovered a need to develop a company-wide definition of DEI. While building a program on their own, they discovered gaps that needed addressing, particularly when attempting to avoid a “check the box” DEI education. This realization highlighted the need for a structured, sustainable program that could engage employees meaningfully across regions and roles.
Mintel wanted to create a sustainable program, one built around common themes and terminology that could be used to promote Mintel’s initiatives and unite employees around shared DEI goals. Another priority of the program was a focus on inclusive leadership, in order to build effective, inclusive teams from the top down.
That's where RW3 CultureWizard's expertise came in. We designed and supported the Global Inclusion program for Mintel, which aligned consistently with their unique approach to DEI education. For example, the way our program breaks DEI down into key topics and has specific modules addressing each topic supports Mintel’s need to develop communal language around its DEI initiatives and allows Mintel to focus on one topic at a time and build a continual learning environment supported by the use of Discussion Guides, which are built into each program and easily downloadable by any CultureWizard user.
As part of the rollout, Mintel developed and held multiple debrief sessions to disseminate the information to leaders across the organization. RW3 CultureWizard was able to integrate the courses into Mintel’s existing L&D setup to help structure the launch and ensure learning was applied consistently across teams.
As a direct result of the implementation of the Global Inclusion program, Mintel has qualitatively noted more conversations around DEI, its impact, and the terminology that is used within the organization. Leaders are making an effort to make DEI more attainable to the general employee base and develop conversations around research projects and inclusive language, conversations that were never held before the program existed.
To support those efforts, RW3 CultureWizard subsequently helped coordinate a long-term training program that supported Mintel’s needs for continual education by rolling out the different modules, including the Racial and Ethnic Bias and Neurodiversity courses, on a regular basis. Together, Mintel and RW3 CultureWizard have built a training program that will be able to flex with the needs and values of Mintel employees, bringing them together in pursuit of their common goals and initiatives.
If you are interested in learning more about how RW3 CultureWizard can support your organization in building an effective training program, check out the full case study here: Building a Culture of Inclusion: The Mintel D&I Journey.
