Dei & Change For Iconic Qsr Brand That Leads With The Heart
About The
Company
| SECTOR | QSR |
|---|---|
| SCALE | 36,000+ Employees |
| GEOGRAPHY | India |
| DURATION | 18 – 24 months |
The
Challenge
Leading QSR Brand with a past track record for integrating Diverse Talent, including winning Awards and Accolades for DEI had slowed down over the years due to strategic changes.
There was a need felt to rejuvenate the DEI program, induct the new Leadership including some new Business Verticals to build DEI oriented Leadership across and sustain a Culture of Inclusion.
Integrating DEI in the Brand identity was Key even as the intent was to build a sustainable authentic Culture committed to DEI.
The
Approach
Diagnose
Design
Deploy
Sustain
The
Approach
Diagnose
This phase included extensive conversations, visits to the Gemba using Capstone’s Proprietary Discovery process to ascertain People, Processes, Systems & the success of the DEI Stores.
This was important to understand how to scale these opportunities and also the impediments in identifying Talent Pipeline, attracting, growth, retention – the whole Talent Value Chain including Safety and Risk Mitigation.
The appetite across levels to support this Journey and what might Leadership for new stores, jobs constitute to sustain support and convert intention.
The
Approach
Design
Our interventions recommended were multiple. The Leadership buy-in and Mindsets and Skillsets were Key.
- Support across Mid levels and identifying Champions was Key
- Initiating new DEI programs especially across stores were key to navigate impediments along the Talent Value Chain
- Orienting Diverse and other Talent for support was also Key. Breaking down Policies and Programs and creating new ones including Workstreams for Brand ideas in the store were also key areas of Focus.
The
Approach
Deploy
This phase had several interventions both in the Learning, Designing and Sustaining space – including Advisory work in areas the Teams were navigating for the first time…
Leadership learning across levels, Internal Communication, Learning & Mentoring across Stores, Designing and Delivering on the Talent Attraction, Growth and Retention was key to make the DEI agenda work and become successful.
Various waves over 18 months helped sustain the rhythm to create momentum to hire Women and Hearing & Speech Impaired to enable this to integrate in the Brand Values and live the Brands commitment to Inclusion and manifest it in several creative ways in the stores.
The
Approach
Sustain
The Sustain phase alternated with deploy as the organization executed 500 stores as part of their plan, 30% were DEI stores and the spirit of experimentation to include other Diversities with a Braille menu and other access opportunities for the Aging and Differently-abled all added to a World-class Brand experience with a Heart. A Film directed by a leading Bollywood Film maker at an event attended by the Hearing and Speech Impaired Employees along with their Families was a High Point Experience.
This has been the incredible Journey of working with not only a Brand that brings Ownership and Pride across the World but our experience of the authentic commitment to Excellence and our opportunity to make a truly Human Impact!
Faculty
Review
