People

HR & People Analytics

Making a lasting impact with diversity, equity, and inclusion

From rainbow keychains to real change

From rainbow keychains to real change: Making a lasting impact with diversity, equity, and inclusion

Over the past few months, I’ve interviewed over 30 DEI Officers, working in both profit and government organizations. I asked them what works in achieving a more diverse, equitable, and inclusive workplace. Their answers differed, but one thing I got out of all this: an event-driven approach does not work. Only providing workshops, lunches, or handing out rainbow key chains is not moving the needle sufficiently. Improving DEI requires a more sustainable approach and is all about change (management)! Cultural change, changes in processes and policies, improved strategies, and a strong understanding of why DEI is important to the organization. I collected these ideas in this article and shared what I believe truly helps organizations improve DEI!  Many organizations wish to improve diversity, equity, and inclusion (DEI). In most cases, they start with a series of visible initiatives—workshops on unconscious bias, special activities for Pride Month, or knowledge sessions on cultural diversity. While these events raise awareness, the impact is often limited, leading to what some have labeled a “check-the-box” approach to DEI. However, based on interviews with DEI officers, organizations must shift from an event-driven to a change-driven DEI approach to make a real and lasting impact.

Henrieke van Bommel

Netherlands

Organizational

An HR-Analytics perspective

Is a 50/50 Gender Ratio Smart Business?

Does a 50/50 gender ratio target make business sense? An HR-Analytics perspective

BHP Billiton recently announced they aim for a 50% female workforce by 2025. This target is one of the boldest gender targets any global company has set, especially since mining is often regarded as a men’s world. The driver behind this decision is value creation. The miner says that a better gender balance in the workplace will improve performance and ultimately improve shareholder value.
When I read this news, as a Data &amp; Analytics professional, a number of questions immediately popped up in my mind. Let me share the four most relevant ones. Does diversity indeed improve performance? Should there be a 50/50 ratio, or could a similar performance impact be achieved at a different ratio? Is this ambition realistic? Will this decision indeed create shareholder value? Let’s have a closer look at these questions. Can they already be answered and/or how could HR Analytics help in answering them?

Culture Development

The impact of a corporate culture without psychological safety: causes and consequences

The impact of a corporate culture

What happened at Boeing?

Over the last three weeks, I've talked about how a positive culture can help an organization succeed. However, a poor culture can have the opposite effect and harm the organization. In this article, I will explain how problems with Boeing's corporate culture led to their recent setbacks. 
In case you missed what happened: a Boeing-manufactured Alaska Airlines plane door panel blew out midair over Portland, Oregon, on January 5th, forcing an emergency landing. Now there are a lot of concerns about safety and quality at the airline, as this was not the first time something went wrong with a Boeing plane. So, what happened and what role did their organizational culture play?

Niek Klaver

Summer Tradition at Highberg: New Summer Director Takes the Helm!

Summer Tradition at Highberg

Solaiman Boubkari (26) is stepping in as the summer director for Highberg Digital. With the theme #PowerofDifference, Solaiman aims to emphasize the importance of recognizing and embracing differences among employees to enhance collaboration.

Summer Tradition at Highberg: New Summer Director takes the helm!

Enhance your organizational culture with best practices from industry leaders

Enhance Your Organizational Culture

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<a href="https://highberg.com/insights/enhance-your-organizational-culture-with-best-practices-from-industry-leaders-decision-making-values-and-rituals-traditions">Last week</a>, we discussed best practices for the organizational from industry leaders, specifically focusing on decision-making, values, and rituals &amp; traditions. In this article, we show how some of the biggest companies improve their organizational culture, through psychological safety, leadership, and DEI.

Enhance your organizational culture with best practices from industry leaders: Psychological safety, leadership & DE&I

Enhance your organizational culture

<a href="https://highberg.com/insights/enhance-your-organizational-culture-with-best-practices-from-industry-leaders-feedback-collaboration-and-learning-development">Last week</a>, we discussed best practices for the organizational culture from industry leaders, specifically focusing on feedback, collaboration and learning &amp; development. In this article, we show how some of the biggest companies improve their organizational culture, through decision-making, organizational values, and rituals &amp; traditions.

Enhance your organizational culture with best practices from industry leaders: Decision-making, values, and rituals & traditions

Enhance your organizational

A strong cultural identity is essential for businesses success. It helps to keep employees happy, encourages new ideas, and leads to overall success. But what makes the best companies stand out? The secret lies in how they build and maintain their workplace culture. In this article, we explore some of the successful strategies used by top companies. You can apply these practical tips and examples to enhance your organization’s culture and achieve excellent results.

Enhance your organizational culture with best practices from industry leaders: feedback, collaboration and learning & development

Transforming Culture: The Key to Psychological Safety

Transforming Culture

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Have you ever silently questioned your boss's decisions but chose to keep your thoughts to yourself? In many organizations, people feel unsafe to speak up due to the prevailing culture. Unfortunately, this can lead to serious consequences. What if your input could have prevented a mistake or inspired your boss to find a new solution? When employees don't feel safe to speak up or take risks, it can result in preventable errors, missed opportunities, and a lack of new and innovative ideas. This hesitance to share his concerns and ideas often comes from not feeling psychologically safe, which is really important for creating a productive and innovative work environment.

Diversity, Equity & Inclusion

Gender Mobility

The gender balance in the inflow, through-flow and outflow of employees says something about the Diversity and Inclusiveness of an organization. Thus, a good understanding of the mobility patterns of men and women is crucial for any organization that is serious about Diversity and Inclusion. Indeed, understanding these patterns helps to formulate answers around the questions below.
<ul><li>Are enough women coming in to maintain diversity?</li><li>Do women have the same opportunities as men to be promoted?</li><li>Is there a glass ceiling?</li><li>Does the organization have more/less difficulty engaging women?</li><li>What is the likelihood that diversity goals will be met?</li></ul>

People Analytics Transformation

Calculate employee turnover (Employee turnover analysis)

Calculate employee turnover

Structurally high employee turnover is problematic for organizations. Excessive employee turnover incurs significant costs and can even impact issues such as business continuity and customer satisfaction. An employee turnover analysis, through advanced statistical analysis, identifies risk groups, helps to understand the causes of turnover, predicts how employee turnover will develop and predicts where turnover will occur.

In short, deploying HR Analytics on the topic of employee turnover gives organizations the tools to prevent employee turnover!

Employee Experience

Labor-market positioning

Having the right people in the right place at the right time is critical to an organization's success. To effectively bring in the right people, it is essential to understand how your organization is viewed from the job market.
Are potential employees familiar with the employer brand? What positive and lesser associations do they have with the employer brand? To what extent is there an employer brand preference?
Answers to these and other labor market positioning questions will help you reach the right target group with an appealing message.

Employee segmentation

Every employee is unique. Yet some employees have more in common than others. Employees who are more alike often want similar things in their work. So it is useful to distinguish such groups within your workforce. This can be done through employee segmentation.

Strategic Workforce Planning

The Intelligent Fleet Scowl

The Intelligent Fleet Watch

Often the immediate supervisor assesses the quality of employees by determining, on the one hand, the performance in the recent past (performance) and, on the other hand, the expected potential contribution in the near future (potential) on a scale and thus identifies the top talents. But when do you speak of moderate, sufficient or excellent potential? The intelligent fleet review offers a solution!

Recruiting bias check

Does everyone have an equal chance of being considered for a job? AnalitiQs' Recruitment bias check analyzes whether there are significant differences between groups of applicants and the ultimate probability of being hired for a job.
The job market is upside down and every organization does its utmost to attract good staff. Nevertheless, there is a large group of people in the Netherlands who want to work (more), but ultimately do not get this opportunity. CBS calls this unused labor potential.
In an organization, this can mean that certain groups of people, for example women or people with a different or bi-cultural background, have less chance of being hired. Alternatively, they may be hired but have to prove themselves first and are therefore lower graded. A direct cause of pay differences.

Fueling Growth: The Power of a Strong Feedback Culture

The Power of a Strong Feedback Culture

Employees truly are the backbone of every company. How successful a company is, comes mostly down to how well employees are performing. And for employees to perform well, they require feedback. 
In an organization where receiving feedback and giving is the norm, individual and organizational performance as employees feel more engaged and valued when they receive constructive feedback. This helps them identify areas for improvement and grow. As a result - greater organizational success. 
But how can your organization build such a feedback culture? 
This article explains:
▫️ the benefits of a strong feedback culture ▫️ provides practical steps to achieve it 
Keep reading to discover how feedback can fuel your workplace success.

Would you like to change your organizational culture?

Change your organizational culture

Culture; a fairly vague concept, yet everyone manages to give it a description. You probably recall the observing attitude that arises when you enter another family's home, visit another country, or experience the dynamics of a group for the first time. (Un)consciously, you take note of what is or isn't customary. What is being discussed here? What is valued? Or what isn't? What behavior or story can you expect a positive reaction to? In addition to families, countries, and groups of people, organizations also have their own culture. (Un)written rules set boundaries for employees' behavior in the background. If you want to develop your organizational culture, you must bring these unwritten rules out of the shadows and make them explicit. Therefore, Highberg's approach is aimed at converting the versatility of culture into behavior and concrete roles, creating control over the desired cultural change and the implementation and support of this change.

Riet Smits

Lianne Swenne

Would you like to change your organizational culture? Make desired behavior explicit and bring unwritten rules out of the shadows!

Leaders underestimate culture and their own impact on it

Leaders underestimate culture

This article was originally published on <a href="https://chro.nl/artikel/leiders-onderschatten-de-factor-cultuur-en-hun-eigen-impact-daarop/" target="_blank" rel="noreferrer noopener">CHRO</a>.
Culture and behaviour are inextricably linked, but what about that? What influence does culture have on behaviour within organisations? In this blog I share some results from our most recent research and I draw attention to culture.
An organisational culture is an elusive thing. It determines which basic assumptions employees use to deal with internal and external issues. It affects how people perceive, think and feel things. This refers to the behaviour of employees and how they interact with each other. In addition, an organisational culture has a strong influence on the extent to which employees identify with a company.

The pinnacle of employee satisfaction

<a href="https://chro.nl/artikel/de-overtreffende-trap-van-medewerkerstevredenheid/">This article was originally published on CHRO.</a>
Just measuring satisfaction seems to be outdated for good. But what's smart to measure now?
On Sunday, March 20th, it was the International Day of Happiness. That prompted me to take another look at everything that is being measured around employees nowadays. It all started with 'just' employee satisfaction. But now, various new terms have emerged that we 'must' uncover, such as: engagement, workplace happiness, job satisfaction, involvement, vitality, and so on.
I see a similar development to what we experienced 20 years ago in marketing analytics. Just measuring satisfaction eventually proved insufficient, as satisfied customers were also found to leave. Therefore, many organizations now opt to measure the extent to which customers recommend the supplier (and/or the products), known as the Net Promoter Score (NPS).
Similarly, the Employer Net Promoter Score measures the recommendation of the organization as an employer; the 'pinnacle' of employee satisfaction. The goal of the Employer Net Promoter Score (eNPS) is primarily to learn from both the promoters (with a high eNPS score) and the detractors (with a low eNPS score), understanding the reasons behind their scores. This 'why' helps the employer continuously make improvements to enhance the work and working conditions for employees.

It's high time for data-driven inclusiveness management!

Data-driven inclusiveness management!

It is high time for data-driven inclusion management!

<a href="https://chro.nl/artikel/hoog-tijd-voor-datagedreven-inclusiemanagement/">This article is originally published on CHRO.</a>
Anyone who wants to increase the diversity of the workforce must simultaneously manage for inclusiveness. This can be measured very well, says analytics expert Irma Doze.
Do you believe that your organisation thinks and works in an inclusive way? That there is room for everyone, that employees feel at home? Practice is often less rosy than many people think. I see many organisations focussing mainly on increasing diversity in the workforce.

This is how you listen to your employee

The voice of the employee

The voice of the employee: How to listen to your employees

In the marketing world, actively listening to customers to meet their needs has become standard practice. Irma Doze, co-author of the book 'HR-analytics', now sees the same trend emerging among employees. But how do you actively listen to your employees, and why is it valuable?

Gido van Puijenbroek

How do you measure the impact of a culture change?

Improve Employee Satisfaction

How to Improve Employee Satisfaction After Organizational Change

Changes within an organization, or even a reorganization, can have a significant impact on employees. Sometimes their role changes, they are placed in a different position or organizational unit, or they may need to undergo training to meet new requirements. But even if personnel changes are limited, there are still consequences for employees.
This was also the case with an organization in the cultural sector, where a new director had been appointed. He made several changes and opted for a more commercial approach. Some of these changes caused unrest among employees. The management wanted to address this unrest and therefore sought the assistance of Highberg.
Henrieke van Bommel is an Analytics Translator at Highberg and is eager to share about this process.

Interpreting and analyzing open-ended responses

Voice of the Employee Survey

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How do you truly listen to your employees?
As an organization, you want your employees to enjoy their work. Happy employees ultimately lead to happy customers, and vice versa. Moreover, employees who are satisfied with their work and employer are more likely to stay with the organization longer. This is especially important now as the tightness of the labor market is strongly felt.
One way to measure the level of employee satisfaction is through an Employee Satisfaction Survey (ESS). This involves surveying employees with a set of questions, and repeating this process annually. Although almost every organization is familiar with an ESS, this traditional method of research is becoming less popular. This is mainly because the interval of a year is too long, creating, facilitating, filling out, and analyzing the surveys takes a lot of time, and all of this ultimately yields (too) little.
An alternative to the ESS is a Voice of the Employee Survey. With this approach, you focus on structured and continuous measurement, analysis, interpretation, and follow-up of the 'voice of the employee'. It concerns the experience of employees, or rather, the Employee Experience. When you know what the experience is and what influences it, you can respond accordingly.
This is exactly what a major insurer had in mind with their Voice of the Employee Survey. Alex Hellemons, Analytics Translator at Highberg, has guided this project and is keen to share more about it.

Alex Hellemons

Voice of the Employee Survey: interpreting and analyzing open-ended responses

The importance of the Employer Net Promoter Score (eNPS) in 2024

Employer Net Promoter Score (eNPS) in 2024

Niek

When your employees are at a party, how enthusiastic will they be about your organization? Are your employees so satisfied with you as an employer that they would recommend the organization to others as a great place to work? That is the question that the eNPS examines.

Digital Strategy & Execution

Government and Public Sector

A Highberg customer story: Chain computerization in the immigration chain

Computerization in the immigration chain

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Those who enter our country as aliens or are found to be illegal immigrants go through step-by-step processes that may lead to them being granted a residence permit or visa or being deported from the country. This involves a chain of different organizations: the so-called aliens chain. The Direction Regie Vreemdelingenketen, part of the Ministry of Security and Justice, promotes cooperation between all chain partners.

Wilbert Enserink

Chain computerization in the immigration chain

Digital

Efficiently reduce employee turnover with data-driven retention strategies

Reduce employee turnover

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The labor market is tight and the 'war on talent' is in full swing. Hiring and training new employees not only takes time and money, but the loss of valuable talent can also disrupt business continuity and negatively impact the morale of remaining employees. It is therefore understandable that organizations wonder what the most efficient ways are to retain employees and thus minimize the negative consequences of turnover.
An organization often makes assumptions about employee turnover, for example, mainly younger and recently hired employees would leave and the only way to retain these groups would be to offer them better compensation. However, companies often have no concrete substantiation for these assumptions. A market-leading organization in the dairy industry faced a similar scenario, with the company experiencing significantly high voluntary turnover on a global scale. In this situation, AnalitiQs was called in to work with the client to answer two crucial questions: (1) What is the situation regarding voluntary turnover in our organization and (2) how can we reduce this turnover?

How to reduce the number of employees leaving the company

HR Analytics and Employee Turnover

Employee turnover

Employee turnover, particularly when undesired, presents a substantial challenge to organizations, leading to high costs, disrupted business continuity, and potential customer dissatisfaction. Given the current tight labor market, managing employee turnover is a hot topic within HR, and it's particularly relevant to the insurance company. Anticipating a potential employee gap in the upcoming years, the organization aims to reduce the number of voluntary employee departures. To achieve this goal, they have enlisted the help of AnalitiQs.

HR Analytics and Employee Turnover: how to reduce the number of employees leaving the company

A fair comparison: measuring pay equity

Measuring pay equity

At first glance, measuring the gender pay gap seems straightforward – just compare the average salaries of men versus women, right? Well, not quite. The reality is far more nuanced and often up for debate. Factors like part-time work and job levels skew these averages, potentially masking underlying issues of inequality. To answer the question: are we paying our employees equally for the same work, an organization must calculate the corrected pay gap. A more comprehensive metric that factors in variables such as job level and experience to reveal the true state of pay equity within an organization. It's not just about identifying a gap but understanding why it exists and what actions can rectify it. In this article, Highberg explains their approach to calculating equal pay for equal work, shedding light on the complexities of pay disparity and paving the way for meaningful change.

The importance of employee needs in critical positions

The importance of employee needs

In today's dynamic and competitive world, some functions within organizations are critical to overall business operations. At a Dutch financial institution, these critical job functions have been carefully defined, because they play an essential role in achieving the organizational goals. To ensure that these employees can perform optimally and remain motivated, it is very important to understand their specific needs. AnalitiQs has conducted several analyzes on open employee survey data (Peakon) to understand the needs of employees in these critical groups and to determine whether specific policies need to be developed.

The importance of employee needs in critical positions at a Dutch financial institution

The impact of hybrid working

In the wake of the COVID-19 pandemic, many organizations worldwide have had to adapt their ways of working, and hybrid working has become a popular concept. This new way of working has also been introduced at a Dutch insurance company. This raises the question of how hybrid working influences managers' attitudes towards company policy. AnalitiQs has conducted a thorough driver analysis on data from research into employee engagement and hybrid working to find answers to this question. The results of this research have provided interesting insights.

The impact of hybrid working on the attitude of Managers towards the Company(policy)

Equal Pay analysis bij AkzoNobel

Exit-survey-not-late-in-the-day

AkzoNobel is een multinational uit Nederland die gespecialiseerd is in verf en coatings. Het is een van de grootste en meest vooraanstaande wereldwijde bedrijven op het gebied van coatings en verf. Met meer dan 35.000 werknemers wereldwijd wilden ze een wereldwijde analyse van gelijke beloning uitvoeren. Na zorgvuldige overweging kozen ze Highberg als hun partner. 
Vandaag interviewen we Magdalena Guaia, Global Diversity, Equity &amp; Inclusion Advisor, over haar ervaringen met het uitvoeren van onderzoek naar gelijke beloning en Highberg.

Improving the search function within your HR service portal and optimising EX

HR service portal and optimising EX

people-leadership-and-culture

Many organisations use an HR service portal or an Employee Self Service (ESS) portal, such as <a href="https://www.servicenow.nl/" target="_blank" rel="noreferrer noopener">ServiceNow</a> or <a href="https://www.quercis.nl/" target="_blank" rel="noreferrer noopener">Quercis</a>. Such a portal provides employees with online access to all kinds of (HR) systems and information, such as company regulations, salaries, pension scheme(s) and holidays. 
A properly functioning HR service portal positively affects Employee Experience (EX). A search function makes it easier to use the portal. Based on search terms they enter in the search bar, employees can find relevant information.

Erik-Juliaan van der Gaag

Are you ready for the upcoming EU Directive Pay Transparency?

The EU Directive Pay Transparency

Equal Pay

In May 2023, the European Commission agreed to a new directive on equal pay and pay transparency. This directive outlines measures promoting pay transparency, including providing pay details for job seekers, ensuring the right to know the pay levels for employees engaged in similar or equivalent work, and imposing gender pay gap reporting requirements on companies with over 100 employees (both public and private organizations). EU member states must incorporate this directive into their national legislation within two years.

How an effective onboarding process increases employee retention and productivity.

Onboarding a process, not a project

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Onboarding and integrating new employees constitute an essential aspect for many companies. Research indicates that organizations that enhance the onboarding experience reap various benefits, including increased engagement, shortened onboarding periods, and <a href="https://highberg.com/capabilities/people-leadership-and-culture/talent-acquisition-retention" target="_blank" rel="noreferrer noopener">reduced employee turnover</a>. At Highberg PLC, we don't view the onboarding journey merely as a one-time project but rather as an ongoing process. This approach enables us to continually strive for optimization, as we believe there are constant opportunities for improvement.

How an effective onboarding process increases employee retention and productivity

How workplace equality produces positive organizational outcomes

Success through pay equity

Unlocking organizational success through equal pay

At a time of increasing demands for laws and regulations, growing social pressure, and much emphasis on employee satisfaction, gaining insight into equal pay is a must. Nevertheless, companies are sometimes reluctant to investigate if a potential pay gap exists. There are two reasons for this: (1) organizations believe there is no pay inequality in their organization, and (2) organizations seem to be afraid of the consequences if there are any differences. But, beyond social responsibility, many advantages come with transparency about pay equity.

Unlocking organizational success through pay equity

Gain insight into the difference between pay gaps and equal pay for equal work

Understanding equal pay

Understanding-Equal-Pay

In 1957, the European Union adopted a treaty in which they established that men and women should receive equal pay for work of equal value. Despite the fact that this law has been in place for more than 65 years, there is still a clear difference in pay between men and women. For example, the most recent benchmark by Statistics Netherlands shows that men earn on average between 3% and 6% more than women for the same work. Fortunately, more and more companies are realizing the importance of gender equality in the workplace and the role that equal pay for equal work plays in this. Yet it is not yet clear to many companies. What exactly is equal pay for equal work?

Strategy & Change

Organizations cannot perform at a higher level than the awareness of its leadership

How others perceive our leadership

Leadership Circle Profile

"An organization cannot perform at a higher level than the awareness of its leadership", said Bob Anderson, founder of the Leadership Circle. This statement touched me deeply when I getting certified for the Leadership Circle Profile™, together with my colleagues.

Elise le Nobel

Leadership Circle Profile: A route to sustainable development of leaders and organizations

Having a systemic perspective with 3 simple questions

A systemic perspective with 3 questions

Systemisch werken met 3 simpele vragen

Do you sometimes notice that the energy is leaving the room? Do you keep wondering why that is, but you can't put your finger on it? Do you recognize the feeling that at the end of the working day you feel like you're moving in circles, and that your attempts to break through don't help? That the energy you put into all these attempts seems to be for nothing? ...  Yes, does this sound familiar? Then I might have a solution for you. To look at it from a new perspective, from a systemic lens.

We all know Lencioni's pyramid, right? At Highberg, we go further than just the model

Using the Lencioni's pyramid

Our lencioni on the floor approach

We all know Lencioni's pyramid, right? At Highberg, we go further than just the well-known model. The road to a high-performing team seems simple on paper, but in truth is quite challenging. First, let's define a 'high performing team': a team that communicates and collaborates extremely effectively at the highest level to achieve common goals.

Natascha Renkers

Our 'Lencioni on the floor' approach

Embedding personal and professional development at the core of organizational purpose

Lift: Elevating people-centric culture

lift-elevating-people-centric-culture-for-transformative-success

As an organization, how do you integrate the personal and professional development of your people into the purpose of your existence? At BlinkLane Consulting, we do this. We call it Lift.

Beverly Fuller

Lift: Elevating people-centric culture for transformative success

Fostering effective communication: The role of active listening and strategic questioning

The art of listening

the-art-of-listening

Whether it is leaders, managers or coaches, they want to see individuals and teams perform the best they can. When a problem or challenge becomes apparent, the natural response for many is to jump in and give advice for the individual (or team) to overcome their struggles and continue on their path of productivity and effectiveness. While the intention of this solution-oriented mindset is always positive, it can have its downfalls when the advice precedes understanding the complete background and problem. Receivers can become defensive and hesitant to accept if they feel the advice to their problem is not justified. They might also be unable to turn this advice into concrete improvement actions if they cannot relate to it. Instead of jumping to conclusions and giving (sometimes unsolicited) advice, individuals (or teams) needs to be taken along to understand their core challenges and steer them into improvement actions that will stick. So how can this (well-intentioned) advice-monster be tamed, and individuals (or teams) instead helped to build problem-solving capabilities that enable them to own the solution creation process for their challenges? The answer is to talk less, listen more and ask the right questions. In this article I will outline the importance of active listening and hopefully inspire you with some questions that can help individuals (and teams) develop the toolkit to better understand the challenges they face and potentially come up with improvements themselves.

Valerie Gögel

Change challenges finding balance between providing direction and collaboration

Leadership in organizational transformations

leadership-in-organizational-transformations

“Change is about shifting strategy – and culture is what drives strategy”

Marijke ten Have

What are examples of absenteeism analysis that Highberg offers?

Examples of absenteeism analysis

what-are-examples-of-absenteeism-analysis-that-highber-offers

There are numerous statistical approaches available for gaining insights into, predicting, or preventing absenteeism. Employing these methods can serve as organizational guidance to reduce employee absenteeism. Below, you'll discover a selection that we employed for the clients' advantage.

(High Tech) Manufacturing and Logistics

Equal Pay analysis at AkzoNobel

equal-pay-analysis-at-akzonobel

AkzoNobel is a multinational Dutch company that specializes in paints and coatings. It is one of the largest and most prominent global coatings and paints companies. With over 35,000 employees worldwide, they wished to conduct a global equal pay analysis. After careful consideration, they chose Highberg as their partner. 
Today, we interview Magdalena Guaia, Global Diversity, Equity &amp; Inclusion Advisor, on her experiences with conducting equal pay research and Highberg.

D&I research through interviews and focus groups uncovers areas for improvement

Qualitative research on DI

Qualitative research on Diversity & Inclusion at a Dutch multinational

Diversity &amp; inclusion research through interviews and focus groups uncovers areas for improvement and leads to more equal opportunities

Success in self-organization depends on factors such as time, trust, and safety.

Succesfactors of a self-learning organization

succesfactors-of-a-self-learning-organization

Self-Organization: Finding the Right Balance 
Self-organization is a trending concept, and rightfully so. Self-organizing teams can offer an effective response to the need for a more efficient organization. However, success in self-organization depends on factors such as time, trust, and safety.

Navigating bias and noise in problem-solving

Eat. Sleep. Think. Repeat.

Eat.-Sleep.-Think.-Repeat.

Research shows that the higher you score on an IQ test, the more likely you are to fall victim to bias, because you are faster at recognizing patterns. While reading Adam Grant’s book, Think Again, this jumped off the page at me. It’s possible that my superiority bias was acting up, but nonetheless, it certainly got me thinking. Being equipped with a good brain, or at least being surrounded in your organization by individuals with good brains, doesn’t necessarily mean that the mental ‘heat you’re packing’ will be put to good use. Implementing checks and balances to assess your thinking and decision-making should form part of day-to-day business. This article will address some of the common errors in judgement that individuals and teams make, together with some practical tips to avoid falling into these mental traps.
Broadly speaking, people fall victim to two different types of decision-making errors, namely cognitive bias and noise.

People

People

Gido van Puijenbroek

Marijke ten Have

Capability menu

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