Case Studies Category: Inclusive Leadership

The Challenge: Translating Knowledge to Action

Our client, an industry leader in e-commerce, is a forward-thinking organization that has gained recognition as a top employer for DEI. The company’s leadership has an understanding of how critical it is to cultivate a culture of inclusion and belonging. While the company had a robust calendar of unconscious bias and DEI training opportunities, it identified a critical need to bridge the gap between knowledge and action. 

This realization came to the forefront when the company noticed a concerning trend — employees of color were departing at higher rates than their counterparts. Exit interviews revealed a common thread: they lacked sufficient coaching and feedback to progress in the professional journey. Managers, in particular, were identified as key influencers in shaping the professional trajectory of these individuals. 

As part of a broader initiative to align DEI and Learning & Development (L&D) functions, the company set out to reinforce its commitment to diversity and inclusion. The objective was clear — not merely ticking off a check box for training sessions but fostering an active culture of inclusive management. This next phase of their learning journey aimed to instill confidence in all employees, and especially people leaders, ensuring they were well-equipped to navigate situations of bias and inequity with competence and empathy. 

The Solution

The company sought out a partnership with Praxis Labs to reshape how they approached DEI training with the following objectives:

• Integration into the Talent Development Lifecycle: The first goal was to embed Praxis Labs’ learning experiences seamlessly within the talent development lifecycle, focusing on critical junctures such as new manager onboarding and new hire training. This strategic motion ensured that equity and inclusion principles and best practices became foundational to every employee’s journey from the outset. 
• Amplifying Inclusion in Practice: Building on this foundation, the partnership aimed to double down on the practical application of inclusion principles. The goal was not only to impart knowledge but to ensure that every employee, at every level, possessed an ability to identify and take action against bias, creating a workplace culture where these values were actively practiced. 
• Behavioral Change for Equitable Experiences: The ultimate objective was to witness a tangible and sustained shift in behavior, particularly among people leaders and managers, by proactively translating their knowledge into action and setting inclusive team practices. 

The Results

Embedding Praxis Labs’ immersive experiences into the company’s existing learning framework yielded measurable outcomes that emphasize learners’ growth in key competencies and improvements in team and company cultures of equity and inclusion. 

Praxis Labs learners saw:

• 83% completion rate (5x industry average for e-learning)
• 79% satisfaction score (15% points above average for e-learning)

Learners gravitated toward the realistic, experiential, and interactive nature of the learning experience, with one participant noting “[Praxis Labs’] learning journey evoked real emotions, immersing me in moments of bias that led to me feeling overwhelmed and frustrated. The interactive nature of the platform made responding and experiencing interruptions feel authentic. Overall, the experience was very eye-opening.” 

The immersive approach not only elevated completion and satisfaction rates but, more importantly, facilitated a deep understanding and application of inclusive practices within the organization. 

Growth in core competencies

The perspective-taking learning experience not only elicited emotional responses but also demonstrated significant growth in key core competencies: 

• 89% Growth in Empathy: One learner emphasized the impact, “The interactive and immersive nature of the experiences was great. Feeling like I was really ‘in her shoes’ emphasized the empathy I built for the character experiencing bias.” 
• 82% Improvement in Identifying Inequities: One learner noted, “It was illuminating to see how the experiences of the person we’re roleplaying don’t reflect the experiences of other people in the same group.” 
• 81% Boost in Confidence to Take Action: The shift in mindset was captured by one learner who shared, “The experience made me more confident to take action. It felt like a safe space to practice making a difference.” 

These core competencies are essential for inclusive leadership in practice and lay the bedrock for taking informed action.  

Improving Company Culture by Inspiring Behavior Change

Praxis Labs’ impact extended beyond individual competencies, influencing a positive shift in company culture, as evidenced by the following insights:

• Agreement on Impact: 90% of learners either agreed or strongly agreed that Praxis Labs’ learning experiences would contribute to making the organization more equitable and inclusive. Importantly, learners from diverse communities demonstrated the highest percentages of agreement, reflecting that the program had a sizeable impact on the people who encounter bias the most. 
• Behavior Change in Action: More than half of learners approached situations differently, both within and outside the workplace, as a direct result of Praxis Labs learning. 

These outcomes underscore Praxis Labs’ role in not just imparting knowledge but inspiring tangible behavior change, fostering a culture where inclusivity is part of the company’s DNA and individual’s ways of working. 

Redefining Inclusion

In pursuit of redefining an active culture of inclusive leadership, the company’s partnership with Praxis Labs showcased the need and impact of going beyond status quo DEI training. An embedded and intentional approach to skill development yields higher completion rates, satisfaction scores, and growth in core competencies, than stand-alone e-learning and in-person training. 

As the company’s L&D director shared, “I love Praxis Labs’ platform and I see the value it provides. Our learners love the experience.” 

The Challenge

Our customer, a Fortune 100 technology company whose business includes e-commerce, cloud computing, digital streaming, and AI, embarked on a mission to transform its approach to leadership development. Their mission was threefold:

• Empower people managers to become empathetic and inclusive leaders
• Equip these leaders with the tools to lead diverse teams and drive retention
• Enable managers to embrace their unique identities as a source of strength in authentic leadership

These objectives required a holistic solution that would reshape the way leadership development was approached.

The Solution

Learning leaders at the company revamped their New and Continuous Manager Training Academy with an intentional focus on empathetic and inclusive leadership. The program embedded three of our immersive experiences paired with our wrap-around reinforced learning opportunities:

1. Perspective-taking: Learners took on the perspectives of folks with intersectional identities in authentic workplace scenarios and explored the complexities of leading diverse teams. The courses focused on two crucial aspects of leadership development – mentorship and sponsorship and setting inclusive team norms. 
2. Reflections and action-taking: Following each scenario, learners went through guided reflections, reviewed concept overviews to reinforce the learning, and made commitments for micro-changes they can implement in their workplace. 
3. Interactive Group Conversations: Participants engaged in small and large group conversations. These discussions provided a platform for sharing insights from the perspectives taken and ways to translate the learning into action within the organization.  
4. Hybrid Implementation: To meet the needs of a hybrid workforce, participants had the flexibility to gather in person while benefiting from virtual facilitation. This approach ensured accessibility and engagement for all, regardless of their geographic location or work arrangement.

The integration of these elements into the company’s existing training framework laid the foundation for a highly engaging and impactful leadership development program. 

The Results

The impact of this program is best illustrated by the learners themselves. 94% of participants successfully completed the program (the average completion rate for e-learning is 15%). 

Beyond completion, the program achieved a learner satisfaction score of 87, surpassing the industry average for e-learning programs, which typically stands at 64. 

From the perspective of the program administrator, a Senior Learning and Talent Development Program Manager, the impact of the program is profound. They shared, “I love hearing testimonials from participants. So many of them give specific examples about how they have applied what they learned — and most importantly — that they think differently and have learned to challenge their own beliefs.” 

These insights highlight the program’s transformative effect: encouraging leaders to challenge their assumptions and adopt more inclusive, empathetic, and authentic leadership styles that drive retention for diverse team members.

Growth of core competencies needed for empathetic and inclusive leadership

The company’s leadership development program has demonstrated significant growth in core competencies essential for effective leadership. The following statistics, paired with learners testimonials, highlight the tangible impact of the program:

• 65% of participants reported a noticeable surge in empathy. One participant shared, “Seeing it from the person’s perspective makes it feel more like it’s happening to you.”
• 77% could better identify inequities. A learner recognized, “This module has given me a heightened awareness of potential [biases].”
• 78% felt more confident in taking informed action. A participant’s reflection echoed this sentiment, “I believe that this training module will make me more aware of how to ensure I do my part to create an all-inclusive environment.”
• 79% approached situations differently due to the training. A learner candidly stated, “This [felt like] a real-life experience. I will work on thinking before I speak moving forward.”

Fostering a team culture of inclusivity and retention with authentic leadership

One of the core objectives of the company’s leadership development program was to foster a culture where employees are not only empowered but also inspired to stay and contribute to the organization’s growth. 

• Improving company-wide equity & inclusion: 75% of learners agree that the training program will help their company become more equitable and inclusive. 
• Intent to Stay: 68% of all learners express a heightened intent to stay as a direct result of their participation in Praxis training. Below is a breakdown by demographic:
  • White Employees: 69% express an increased intent to stay due to the Praxis training
  • African American and Black Employees: 75% attribute their intent to stay to the Praxis training 
  • Latine Employees: Similarly, 75% of Latine employees reported their intent to stay because of the Praxis training

These outcomes signify that the program not only equips individuals with valuable skills but also contributes to a broader organizational culture where employees feel supported, valued, and committed to their roles. They also underscore the program’s effectiveness in engaging and retaining underrepresented talent. 

Insights to drive future strategy

The company’s commitment to continuous improvement and inclusivity goes beyond the immediate impact of its leadership development program. With Praxis Labs’ data dashboard, Pivotal Insights, the company has gained valuable insights that will guide its future DEI and learning strategies. 

These insights not only encompass competency growth and module completion rates but also delve into DEI hotspots — areas where targeted improvement is needed at the organization.

While the overall top opportunity areas were compensation and rewards and learning and development, the story changes when you filter the data by race and gender.  

Top Opportunity Areas by Race:

Top Opportunity Areas by Gender:

These granular insights enable the company’s DEI and Learning leaders to tailor their strategies to specific demographic groups within the organization. By addressing these areas, the company aims to create a workplace where all employees feel valued, empowered, and supported in their professional journeys.

Conclusion

The company’s pursuit of redefining leadership development has borne fruit in the form of tangible outcomes. It empowered individuals, fostered inclusivity, and offered actionable insights for the organization’s future. As one insightful learner aptly put it, “Every new manager needs a training like this.”

This case study illustrates the company’s unwavering commitment to innovation, empathy, and continuous learning, setting a benchmark for organizations worldwide seeking to cultivate inclusive and effective leadership.