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Testimonial

I enjoyed the exploration of how diversity has moved beyond `Equal Opportunities’. Exploration of the business case for diversity. Ideas of how to use diversity concepts to support change.
The use of Myers Briggs to understand why some people are finding change difficult. The recognition that further flexibility in work patterns is important and could be `sold’ to the recruitment process.
Like the focus on `real change issues’ rather than good deeds!
OPRA
Schneider Ross > Case Studies > Developing A “Single Footprint” & Building A Healthy Working Environment

Developing A “Single Footprint” & Building A Healthy Working Environment

The mobile phone operator brings together a number of previously independent companies across continental Europe.

We helped them to develop a diversity strategy across their European operations – which is inspired by common values and core principles, but reflects different cultural norms. In addition, we have helped them make diversity a core element of its approach to corporate responsibility and specifically looking at human rights.

Call centres often suffer from poor management and the resulting low employee morale – leading to high turnover and low customer satisfaction. Team leaders and middle managers are obviously critical to creating a better working environment. Accordingly, we designed and ran a programme of workshops which enabled
managers and team leaders to consider for themselves what they considered acceptable and unacceptable behaviour and what they needed to do to set the right environment.

The company carried out a review of the impact of the training and they reported that they saw a reduction in grievance/harassment cases, a reduction in sickness levels and an improvement in retention rates.

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