Developing a D&I strategy​

Challenge​

Changing consumer habits, technological advances, and a complex competitor landscape meant that Nordstrom needed to re-define its leadership, interactions, and organizational culture to remain competitive. Specifically, they needed to approach Diversity and Inclusion (D&I) as a key aspect of their leadership strategy. ​

Our client wanted to plan, implement and execute a D&I strategy across their 70,000+ organization to raise the inclusivity of their culture and the diversity of their leaders to meet their future business ambitions.

Solution​

To understand the current and desired future state of D&I, we held 1:1 conversations with executive team (ET) leaders and Officers, ran focus groups and visited stores with employees across levels, business units and functions. We also conducted research on the organization’s strategy and representation data. ​

Combining the D&I insights gathered with our thought leadership around conscious inclusion, we ran a facilitated experience with the ET and selected Officers who held diverse identities. We then facilitated a strategy design session where the group identified their D&I priorities required to achieve stated business goals.​

Next, we shared the D&I priorities, insights and conscious inclusion content to the organization’s 150+ Officers. Through our facilitation, the group co-created the leadership shifts required to drive the D&I priorities and business outcomes.