Cultural Infusion Atlas exceeded our expectations. The team were great and the insights and experience of gathering data was invaluable.
Nina Olatoke
Overview
PSA BDP is a logistics organisation that enables a global network of trade through innovative products and solutions, and embraces the power of diversity in enabling its business goals. Since 2022, they have been embarking on a journey of understanding their ‘DEI DNA’, to create a workplace where everyone can feel comfortable bringing their authentic self to work.
The challenge
PSA BDP has been leading its industry when it comes to increased representation and opportunities for women and recognizes the need to extend this leadership to a wider range of potential talent. With the prospect of continued expansion and a constantly evolving workforce, PSA BDP wanted to better understand how it could build its foundation, which could only start by understanding the organization’s ‘DEI DNA’ not just from physical/visible diversity angles but areas that truly touch it’s employees hearts and minds. With limited information, as this information was not readily available internally, they needed a partner to guide and support them by providing data that would show the organization’s representation and how well it is aligned with the communities and markets they sought to serve.
Approach
Having established a DEI Council and created a meaningful diversity action plan titled ‘Open Hearts, Open Hands, Open Minds’, PSA BDP had laid the groundwork for a top-led effort to embark on this journey. Through constant and positive communications, and impactful actions to demonstrate their fearlessness to do this work, they had generated a level of trust and buy-in from the workforce.
The Atlas survey was initiated in a company-wide email from the CEO and completed by a vast majority of the global team across all levels and business units. Atlas analysed and reported on the results and met with the Regional DEI Councils to deepen the analysis through collaboration.
Impact
The results from the Atlas survey alone yielded deep insights across a range of diversity markers, well beyond what had been expected at the outset.Enhanced data science, analysis of written and anonymous feedback and the collaborative meetings allowed strategies to be identified that would help people from marginalised or overlooked groups feel more comfortable bringing their authentic selves to work.
Using comparative analysis, emerging trends and opportunities were identified about how best to engage the incoming wave of Generation Z employees, and how their cultural and identity priorities often differ from those of the current leaders in the organisation. Particular trends were identified around LGBTQ+ marginalisation outside of the workforce in emerging markets. Coupled with increased representation within those teams and business units, this is one impact area that exemplifies how the data showed not just causes for celebration, but areas of focus for the next phase of their diversity strategy as they continue on their journey of understanding their DEI DNA.