Wheelhouse Group_Report

Fi n d i n g s a n d Re c o m m e n d a t i o n s Re p o r t

Wheelhouse Group Diversity, Equity, and Inclusion Culture Assessment

Submitted By:

May 7, 2021

Table of Content 1

Assessment Overview

2

Wheelhouse Demographics

3

Findings - Strengths

4

Findings - Opportunities

5

Recommendations

6

Next Steps

7

Appendix

Assessment Summary

The purpose of this assessment was to determine the culture of Wheelhouse Group in relation to diversity, equity, and inclusion. This report outlines the findings and recommendations in Phase 1 of The CODE Group's proposed DE&I support to Wheelhouse Group derived from a culture assessment survey, interviews and focus groups across the company. This is a robust summary of our findings supported by the survey in addition to the interviews and focus groups conducted by The CODE Group. Throughout it includes insights from The CODE Group as well as select quotes from interviews and focus group participants.

Wheelhouse Current Culture

91 Female % 95 %

OF PARTICIPANTS WERE WHITE

OVER THE AGE OF 45

DISABLED

HETEROSEXUAL

Strength Finding 1: Positive responses to the Culture Assessment

Q13: Diversity, equity, and inclusion are important to me.

Answered: 48

Skipped: 2

Supporting Quotes: “I think it’s great that we are doing this” “impressed that they hired someone outside to do this”

Q27: I try to empathize with the current social climate and issues around diversity, equity and inclusion.

“I think this is a really good effort and Wheelhouse is awesome”

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Answered: 48

Skipped: 2

“appreciate this effort, that Wheelhouse hired a consultant”

TCG comment: There was an overall enthusiasm and engagement from everyone we talked to.

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Strength Finding 2: Overwhelmingly positive work experience at Wheelhouse

Q1: I feel like I belong at Wheelhouse.

Answered: 50

Skipped: 0

Supporting Quotes: “overall experience has been great, I love Wheelhouse” “I’m very happy with Wheelhouse, it’s an organization I’m glad to be a part of.”

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Q15: I feel included by other employees with whom I work.

Answered: 48

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Skipped: 2

Strength Finding 2 (continued): Overwhelmingly positive work experience at Wheelhouse

Q16: I feel respected by employees with whom I work.

Answered: 48

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Skipped: 2

Strength Finding 3: Appreciation for company culture (e.g., flexibility, work-life balance, no performance reviews)

Q9: I feel respected and valued by my teammates at Wheelhouse.

Answered: 50

Skipped: 0

Supporting Quotes: “Wheelhouse was super accommodating and flexible to me being a working mom and some of concerns that I had with getting back into the workplace” “there are no weak links and there are amazing people across the board”

Q10: I feel respected and valued by my manager at Wheelhouse.

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Answered: 50

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Skipped: 0

Strength Finding 3 (continued): Appreciation for company culture (e.g., flexibility, work-life balance, no performance reviews)

Q12: Wheelhouse enables me to balance my work and personal life.

Answered: 48

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Skipped: 2

Strength Finding 4: Understanding and comfort in historic approach to hiring

NO SURVEY DATA

Supporting Quotes: “We’ve grown organically over the years, a lot of friends and family, we hire from networks of people that look and think like us” “we talk about our secret sauce, hiring people we know and from our network” “we have grown from networking”

Strength Finding 5: Positive reputation of leadership

NO SURVEY DATA

Supporting Quotes: “I think Wheelhouse is owned and managed by good people who are well intended “ “Beth and Laurie are good people; their hearts are in the right place” “I felt comfortable with the leadership team when I met them – overall it was an open door policy, leadership is down to earth”

Strength Finding 6: Consistent understanding of diversity and inclusion and it’s value

Q29: I can clearly articulate what diversity, equity and inclusion mean.

Answered: 48

Skipped: 2

Supporting Quotes: “having diversity will help us guard against blind spots” “helps us be more thoughtful in executing client work; adding diverse staff would add to how we connect and relate”

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“when you hang out with people that are just like you, you don’t grow – we’ll all learn and can only help our clients because they are much more diverse than us”

Strength Finding 7: Concept of DE&I are seen as ”the right thing to do”

Q19: I am comfortable working with individuals of a different ethnicity, race, and nationality than my own.

Answered: 48

Skipped: 2

Supporting Quotes:

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Q27: I try to empathize with the current social climate and issues around diversity, equity and inclusion.

Answered: 48

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Skipped: 2

Strength Finding 8: Internal change management and communications experts to help the company

NO SURVEY DATA

Supporting Quotes: “we have to drink our own Kool-Aid” “this is what we do, we are a people company”

Strength Finding 9: Appreciation and recognition of unique, female-driven organization

NO SURVEY DATA

Supporting Quotes: “It’s SO women owned…we have a wellness program with yoga, it’s very girly, and I felt welcomed” “I don’t consider gender diversity an issue, most of my career has been more like 98% men”

Opportunity Finding 1: Inconsistent understanding of what DE&I means to Wheelhouse, its priority to leadership, and how it effects staff

Supporting Quotes: “we are doing this now because it’s trending…”

“I think I’d love to see the leadership being transparent about what their objectives are and share broadly…”

“I saw a message from my client regarding social issues but nothing from my own company”

Opportunity Finding 2: Bothersome that organization is not more visually diverse Q14: Wheelhouse hires people from diverse backgrounds.

Answered: 48

Supporting Quotes: “I look at our website and it’s embarrassing…”

Skipped: 2

“I want to be proud of our diversity efforts and how we “show” up and it be reflected in the leadership team” “it puts us in danger as a company if we aren’t mindful (to the impacts of not looking like our clients and ability to relate to them”

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Opportunity Finding 3: Angst amongst leadership team around the topic of DE&I but not the staff NO SURVEY DATA

Supporting Quotes: “in order for Wheelhouse to be an organization recognized as best in class, our clients are going to expects that we are ahead of the curve in how we do our work and that requires us to be diverse” “not being divers for just the sake of being diverse – prefer to make it an environment that is conducive to the evolution of a diverse culture and what knowledge can we have to enhance other pieces to get there” “do they really value diversity and why haven’t they done this before?”

Opportunity Finding 4: Comfort in historic approach to hiring – networking and referrals NO SURVEY DATA

Supporting Quotes: “we talk about our secret sauce, hiring people we know and from our network but it has resulted in a workforce that’s lacking in diversity” “We’ve grown organically over the years, a lot of friends and family, we hire from networks of people that look and think like us”

Opportunity Finding 5: Inability and discomfort to share goals and objectives around diversity, equity and inclusion but agreement that some should be in place.

NO SURVEY DATA

Supporting Quotes: “I don’t know but a soft goal is to be cognizant of our recruiting practices and techniques” “…very hesitant about a quota idea…maybe it’s baby steps like just ensuring every time we interview applicants, some are diverse” “I struggle with setting diversity goals, it would have to be a broad goal, in terms of not having people of similar look and feel” “I think they should (have goals), don’t think organizations do very well without goals or objectives to work towards” “Yes, if goals are based on a set of values but don’t set goals for the sake of setting goals” “I’m not sure what we can but whatever we can actually do I’m in support of doing. We need to try harder”

Opportunity Finding 6: Consistent desire for organization to be more intentional, action oriented, and committed – “not a one- time thing” Q18: Wheelhouse supports and welcomes diverse groups of people and ideas.

Answered: 48

Supporting Quotes: “it’s great that we are doing all these things, but we need to start hiring and putting our money where our mouth is…”

Skipped: 2

“leadership has to continue to invest, it’s all about action, hiring diverse people and growing them” “whatever issues that are uncovered in this initiative, we change and take action on”

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Q36: Wheelhouse diversity, equity and inclusion initiatives are adequate.

Answered: 48

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Skipped: 2

“we don’t’ have DE&I expertise in house and assigning it to someone internal is not the best idea as a collateral duty” “I would like to see leadership speak on these things and where Wheelhouse stands on the issues”

Opportunity Finding 7: Need to reflect diversity in brand reputation, organizational culture and staff, and to be more relatable to clients Q34: Promoting diversity, equity and inclusion could enhance our ability to draw from the broadest possible pool of talent and solve our toughest challenges.

Answered: 48 Skipped: 2

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Supporting Quotes: “clients have asked why Wheelhouse only hires women; I would say that we have a lot to lose by NOT doing it – lost growth, mental wellbeing, learning decreases, we need to pay attention to expanding out worlds.”

Opportunity Finding 8: Consistent desire to expand initiative beyond race and raise awareness for staff NO SURVEY DATA

Supporting Quotes: “I think it (i.e. Watch, Learn, Listen) should be broader to not just be racial focused, different perspectives and other diverse groups” “broaden discussion and topic areas”

Opportunity Finding 9: Suggested next steps are training (DE&I, Bias, Difficult Conversations) and changes to hiring process/recruiting.

Q34: Promoting diversity, equity and inclusion could enhance our ability to draw from the broadest possible pool of talent and solve our toughest challenges.

Answered: 48 Skipped: 2

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Supporting Quotes: “we need to find new sources” “expand network” “we keep talking about it (hiring diverse) but we don’t do anything”

Opportunity Finding 10: Recommended change to business model (i.e., hire younger staff, offer training opportunities and internships) NO SURVEY DATA

Supporting Quotes: “change practices to find more diverse candidates; need to make a concerted effort” “I’d like to see us hire younger staff and offer internships…”

Opportunity Finding 11: Inconsistent ability to describe current inclusive environment and define equity.

Q22: I feel pressure to change or mask details about myself in order to be successful at Wheelhouse.

Answered: 48

Skipped: 2

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TCG comment: Ideally, we’d like to see lower “somewhat agree” and “somewhat disagree” percentages . Questions and discussion around inclusive actions were generally met with uncertainty.

Opportunity Finding 12: Define and share business case for DE&I Supporting Quotes:

Q33: Business decisions at Wheelhouse are most often made on the basis of facts, not just perceptions or assumptions.

Answered: 48

Skipped: 2

“we have to take this information, make it concrete in a strategic plan or goals and make it transparent to the team” “it would be nice to see what people said and what the action plan is to put something in place to move things forward”

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Opportunity Finding 13: Possible unintended bias in hiring process

NO SURVEY DATA

Supporting Quotes: “I think there is a ton of bias in the hiring process, 100% bias, everything is gut feelings and what do Laurie and Beth say or what would they do” “I don’t know if bias exists, I’ve never seen evidence of it but we are all the same, all white women, so how could it not?”

Recommendations Evaluuate Current Business Model Strategy session, SWOT analysis, operational vs. external messaging, advisory or trustee board, hire different demographics Skill Up - Offer Diversity Training Build understanding and awareness of cultural competence, and additional barriers to diversity, equity, inclusion, and belonging Develop Internal DE&I Message Share results of assessment, next steps and company's statement on topic Host Mastermind Coaching with Leadership Use mastermind coaching to get innovative and creative ideas around business model, messaging and way forward Change Hiring Process Utilize different resources, social media sites, and affinity sites; Hire clients and friends of friends to expand network and referrals Employee Empowerment Establish a diversity council of staff members to be "culture architects" to drive initiative, continue grassroot efforts, and facilitate inclusive environment Skill Up - Offer Bias Training Create awareness and understanding of how unconscious bias may influence staff or hiring process

Recommendations Consider Your Brand Determine IF and HOW diversity, equity and inclusion are your reflected in your brand and brand reputation (e.g. website and marketing content, reputation amongst clients and within the community) Skill Up - Offer DIfficult Conversation Offer best practices and skills to have a Training difficult conversation to break down barriers, improve overall communication, and build a more inclusive environment Hire the Experts Invest in or add diversity consultants to your roster to support training, coaching, messaging, advisory support, and implementation Develop Capability Cohorts Create "capability cohorts" AKA communities of practices to connect staff members with shared skills to build connection, sense of belonging, and encourage information sharing Create Mentoring Opportunities Develop mentorship programs for peer to peer mentoring, collaborative mentoring, or leadership development mentoring Develop Consistent Onboarding Process Create consistent onboarding process for all staff members to gain an understanding of Wheelhouse culture and to encourage inclusion

Cracking the CODE on Additional Insights and Ideas from The CODE DE&I Group

o Be intentional and committed - Don't just talk about it, be about it o Understand that advocacy matters and has an impact o Be open and honest, ask questions when you don't know and don't make assumptions o Take action - don't stall, just do it, keep moving forward, and be willing to change course if o it's not working o Hire other races and across generations - make it happen, there are really good candidates out there - we promise they aren't unicorns o Hire other races and across generations - make it happen, there are really good candidates out there - we promise they aren't unicorns o Recognize that you have reputational collateral with others - they're less likely to judge those who are authentic and open o Come up with your message, share it, involve your staff, and implement changes o Challenge yourselves and your old way of doing things, be relentless in these efforts

Next Steps STEP 01

STEP 02

Hire diversity

Develop and share internal message

consultants

around initiative

STEP 03 Hold mastermind coaching session

STEP 04 Host strategy sessions to develop business case, business model, and messaging

STEP 05 Offer diversity training sessions

STEP 06 Establish Employee Empowerment AKA diversity council

STEP 07

STEP 08

Evaluate and revise

Offer bias training sessions

hiring process

Appendix

Info@thecodegroup.org