Culture Inclusion Maturity Model
Evora Global
EVORA helps real asset investors, owners, and operators mitigate sustainability risks, enhance asset value, and safeguard market reputation through expert guidance, managed services, and data-driven solutions.
Overview
EVORA Global partnered with FabricShift to take a comprehensive approach to ED&I by first getting a deep understanding of the current culture at the organisation through quantitative and qualitative evaluation, second, providing baseline ED&I training to employees and leaders and third, developing a bold public statement that reflects the importance of ED&I at EVORA. They sought to engage with the leadership team and understand barriers to their leadership and behaviours, conduct a Culture Audit to get an in-depth understanding of the culture and gaps in their policies and conduct ED&I training sessions with all employees and leaders.
Approach
We developed and then delivered a structured Culture Inclusion Maturity Model for 1000+ employees, including:
- Engagement Session: With the executive board and stakeholders to generate a holistic understanding of the goals and nuanced challenges of why EDI is important to EVORA Global; this included the creation of a public statement.
- Existing Research Review: Review of existing research, such as employee engagement surveys, in addition to the examination of existing learning and development programmes and ED&I efforts.
- Culture Audit: To understand the current culture of the organisation. This included an employee survey, focus groups and an in-depth audit of organisational policies and processes.
- ED&I Development Sessions: Delivery of ED&I training & development sessions for all employees covering topics such as intersectionality, privilege and bias.
Results and Impact
- Creation of an ED&I Strategy, including identifying areas that require more attention/improvement.
- Higher levels of engagement and public commitment to ED&I from EVORA leaders and stakeholders.
- More frequent and effective two-way communication channels within the organisation.
More frequent and effective two-way communication channels within the organisation
Higher levels of engagement and public commitment
Testimonials:
“Thank you please continue to run and offer this out to others for personal development, and growth and to better those conversations and strengths needed to make HEE the best place to work”
“The session was helpful for me to identify my strengths that I can bring to the mentoring relationship, an area I am weak in.
“I really enjoyed the session. It made me feel positive afterwards in taking part in the reciprocal mentoring scheme.”
Next Steps
Following the project, a comprehensive report was published and can be accessed here.
I was really enjoying the sessions. The presenters are so inspiring.
