Women's Engagement Strategy
Lowe's
Evidence-based strategy development based on feedback from women across the organization, broken down job level, business unit, generation, ethnicity, disability, and tenure. Additionally, recommendations are based on the five employee lifecycle factors, in accordance with HR strategic development plans.
About
As part of an effort to provide an inclusive employee experience, I performed an annual review of engagement survey feedback, summarizing feedback from each demographic breakdown and made data-driven recommendations to improve the experience of associates in different business lines and departments.
*Please note that, to preserve confidentiality of proprietary information, some areas of the images on this page have been redacted.
Challenge
In order to determine how women were experiencing the 5 lifecycle factors of Lowe's as a workplace, it required considering data from the annual engagement survey and determining how that feedback fit into the strategically determined lifecycle factors.
Action
In order to determine how women were experiencing the 5 lifecycle factors of Lowe's as a workplace, it was necessary to map engagement survey data against the specific lifecycle factors, in order to determine engagement with the organization on said factor.
From there, I was able to develop a model that would indicate how women in different demographic groups were experiencing factors from hiring to development and recognition. This information was then compiled into the presentation (of which the slides herein are a part) and presented to leadership.
Results
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18% improvement in engagement score projections
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15 data-driven recommendations to improve the female employee experience
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22% increase in promotional opportunities for women
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Improved understanding of perceptions of recognition for differing groups of women and what made them feel appreciated.