GENIE EVALUATION reveals the ease with which diverse groups can navigate their way through your organisation and maximise their career potential. It also tells you how your messages on inclusion are landing and whether leaders need more support to build and manage diverse groups.
The biggest revelation from the gender pay gap review, is the lack of women in senior roles. The problem is, where to start? To help employers, we’ve developed GENIE Evaluation. The results inform organisations where and how to intervene to help women within their workforce maximise their careers and their contributions as well as feeling supported to thrive. It’s a diagnostic tool based on five years of primary research in the largest study of its kind, including executive interviews, focus groups, quantitative work and a longitudinal study of over 500 female executives, Boards, CEOs and C-Suites in over 100 large organisations. These findings were cross checked and referenced with academic and industry research on topics such as:
GENIE Evaluation can help attract and retain the best talent, improve your gender pay gap, and bring you the business benefits of gender diversity by:
Creating a baseline to plan next steps and provide a comparator with other organisations
Developing the evidence base to choose interventions that are more targeted, cost efficient and effective
Outlining attitudinal dynamics and comparing against organisational ambition, highlighting gaps at all levels
Increasing organisational engagement and removing barriers to performance for women and men
GENIE is scalable and can be used for executive levels only or for all colleagues. Large organisations need a minimum sample size of 2,500 which includes the leadership team (there is no upper limit). GENIE takes approximately 25 minutes to complete and can analyse by age, gender, role, department, site or any other agreed geo-demographic.
Most importantly it compares the gaps between what the company’s ambition is, where they are and where they can focus. It helps all organisations with the desire to achieve greater numbers of women at senior levels understand what needs to be done to achieve this goal and unblock their female talent.
This diagnostic tool designed by The Pipeline is based on five years of primary research in the largest study of its kind, including executive interviews, focus groups, quantitative work and a longitudinal study of over 500 female executives, Boards, CEOs and C-Suites in over 100 large organisations. These findings were cross checked and referenced with academic and industry research on topics such as:
Gender difference in career horizons (YSC 2010)
The importance of sponsorship (HBS 2010)
Female characteristics fitting a global networked world (McKinsey 2017)
The financial benefits of diversity (IMF 2016)
Lack of feedback for women (Hewlett 2014)
How is your culture enabling or hindering the creation of an inclusive workplace?
How bias-free are your decisions on recruitment, development, reward and promotion?
How confident are you that men and women understand how to progress their careers at your organisation?
How do you know if gender stereotypes inhibit employees from reaching their potential?
How do you develop diverse groups – active talent planning, role modelling or formal programmes?