Client Success Stories

Focusing on Inclusion to Retain Talent

  • The Challenge

    A non-profit was experiencing 60% employee turnover. Exit interview data showed that employees were leaving the organization because they did not perceive equitable pay and career advancement opportunities.

  • Solution

    Used Amberus Partners’ holistic DEI assessment to assess company’s practices against DEI best practices for recruitment, employee development, compensation and culture. Hosted workshops with cross section of leaders and employees to create a compelling vision statement and 18-month DEI strategy roadmap with metrics to measure progress and foster accountability.

  • The Results

    Leaders confident that they had a sustainable plan to embed DE&I into their talent practices and business strategy and expand impact of mission to broader segment of community. Employees excited to see leadership commitment to equitable pay and career growth practices.

Combining Aviation Legacies

  • The Challenge

    A national airline acquired a competitor and needed help integrating cultures across two business units. Executives were concerned about risk of change saturation and cultures clashing. Client did not have a playbook for managing change associated with a merger.

  • Solution

    Created a holistic communications plan so leaders could keep employees up to date about the changes that were coming and reinforce key messages. Designed a change roadmap to methodically sequence roll out of key changes. Designed cross-company engagement sessions to build employee camaraderie.

  • The Results

    Employees felt more enthusiastic about opportunities as a combined company. Prevented rise in employee turnover rate enabling airline to expand into new markets and maintain customer satisfaction scores.

Creating a Culture of Diversity and Equity

  • The Challenge

    A regional office of a professional consulting firm wanted to improve employee and leadership diversity. Organization was absent of diversity, equity and inclusion (DEI) practices, faced resistance to change, and lacked understanding of the business benefits of DEI.

  • Solution

    Overhauled recruiting and hiring process to eliminate unconscious bias in hiring processes. Increased diversity of applicant talent pool. Created transparent and equitable process to fill leadership roles. Implemented innovative solutions to encourage and prepare underrepresented groups to apply for leadership roles.

  • The Results

    Achieved 30% increase in employees of color and women in 4 years and increased gender diversity in regional leadership by 50%.

Reorganizing an Apparel Retailer for Growth

  • The Challenge

    Online division of a global apparel company experienced multi-billion-dollar growth over several years. Team was experiencing burn out managing growing responsibilities and business was at risk of missing sales targets. Team had experienced multiple leadership changes and was feeling change fatigue.

  • Solution

    Reorganized team into three functions to create manageable roles with specialized expertise. Clarified team and individual responsibilities and decision rights for roles in new organizational structure. Developed individualized transition and training plans for each team member.

  • The Results

    Design achieved better work balance for employees and role clarity and accountability to position the business to achieve increased revenue targets. Employees were enthusiastic to transition to new roles.