{ "docId": "019dd923-5ca1-7489-b633-6d41c9349b25", "docSlug": "9b24bcd38f15752d", "documentTitle": "The Hidden Value of Culture Makers", "authorId": "Accenture", "authorName": "Accenture", "documentKindSlug": "consulting-deck", "documentKindLabel": "Consulting deck", "sourceTypeSlug": "strategy_consulting", "sourceTypeLabel": "Strategy consulting", "presentationDate": null, "orientation": "landscape", "aspectRatio": 1.778, "pageNumber": 25, "pageCount": 34, "prevPage": 24, "nextPage": 26, "slideType": "case_study", "function": "illustrate_case", "density": "dense", "nDataPoints": 4, "notes": null, "elementsJson": [ "headline_text", "subtitle_text", "paragraph", "bullet_list", "callout_box" ], "metadataConfidence": 1, "imagePath": null, "slideHref": "/slides/019dd923-5ca1-7489-b633-6d41c9349b25/25", "deckHref": "/decks/019dd923-5ca1-7489-b633-6d41c9349b25", "deckJsonHref": "/decks/019dd923-5ca1-7489-b633-6d41c9349b25.json", "deckAnchorHref": "/decks/019dd923-5ca1-7489-b633-6d41c9349b25#slide-25", "components": [ { "bbox": { "h": 0.8, "w": 0.43, "x": 0.52, "y": 0.1 }, "kind": "callout", "text": "CASE STUDY: Microsoft\nAfter years of working to create a diverse and inclusive culture, tech giant Microsoft found it was not meeting its goals, and in some cases losing ground. In 2016 Microsoft made a bold move to energize and spark broader leadership engagement by making diversity one of the strategic performance goals that determine annual incentives. Senior executives are also evaluated on qualitative performance categories related to culture in the context of inclusion. In fact, Microsoft has now made diversity and inclusion a “core priority” for everyone working there, factoring how well employees meet that standard into their performance conversations.\nToday, Microsoft has about 22 percent more women employees globally than in 2016, and in technical roles alone, Microsoft has 49 percent more women. Since 2016, Microsoft has seen a 56 percent increase in women executives, and the number of women executives in technical roles has almost doubled in three years, a 95 percent increase. This progress is attributable to many factors and the work of many people, including the work done to engage executives on Microsoft’s broader cultural transformation of which diversity and inclusion is one aspect.", "attrs": null, "subkind": "primary", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "eed20373-fe51-4fb9-8b62-71df8e67a49d", "frameworkName": null, "frameworkSlug": null }, { "bbox": null, "kind": "callout", "text": "Today, Microsoft has about 22 percent more women employees globally than in 2016, and in technical roles alone, Microsoft has 49 percent more women.", "attrs": null, "subkind": null, "toolName": "Visual emphasis", "toolSlug": "visual-emphasis", "confidence": null, "componentId": "019dd951-9f67-75d3-8beb-7a621cac1f06", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.35, "w": 0.4, "x": 0.05, "y": 0.35 }, "kind": "list", "text": "Prioritizing culture: Even in challenging financial times, culture must remain a top business imperative like any other, and its importance must be communicated frequently.\nEstablishing a roadmap: Gather your data, establish scorecards, track progress and communicate often with your key stakeholders.\nHolding leaders accountable: Establish the importance of shared success, rewarding and recognizing leaders and teams for progress toward a culture of equality.", "attrs": null, "subkind": "bullet", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "7a1fdae2-1584-44e4-a25a-adca5d6c61cf", "frameworkName": null, "frameworkSlug": null }, { "bbox": null, "kind": "metric", "text": "increase in women executives at Microsoft since 2016: 56%", "attrs": null, "subkind": "primary", "toolName": "Quantification", "toolSlug": "quantification", "confidence": null, "componentId": "019dd951-9f67-75d3-8beb-7c5036b95b45", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.1, "w": 0.4, "x": 0.05, "y": 0.2 }, "kind": "paragraph", "text": "Creating a culture of equality must be at the top of the business agenda. It starts with the belief that diversity is not only the right thing to do, but a business imperative that is treated the same as any other strategic priority.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "3735f6fa-31ab-4964-a301-6e90c8ca4577", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.03, "w": 0.2, "x": 0.05, "y": 0.14 }, "kind": "title", "text": "BOLD LEADERSHIP:", "attrs": null, "subkind": "headline", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "dae22d6e-ac75-4139-b612-0fdf1211d1a8", "frameworkName": null, "frameworkSlug": null } ], "metrics": [ { "metricRaw": "increase in women executives at Microsoft since 2016", "numberRaw": "56%", "numberKind": "percent", "actionTitle": null, "calloutText": "Today, Microsoft has about 22 percent more women employees globally than in 2016, and in technical roles alone, Microsoft has 49 percent more women.", "numberScale": null, "numberValue": 56, "metricFamily": "other", "numberCurrency": null } ], "tools": [ { "name": "Credibility Transfer", "slug": "credibility-transfer", "agent": "Storyteller", "layer": "slide", "matchId": "019dd95a-0e8a-77b7-b202-0e96da92eb0b", "evidence": "Borrows Microsoft's brand authority for the pillar.", "confidence": 80 }, { "name": "Sinatra Test", "slug": "sinatra-test", "agent": "Storyteller", "layer": "slide", "matchId": "019dd95a-0e8a-77b7-b202-0a99e1dbf394", "evidence": "Microsoft case study used as flagship proof for Bold Leadership.", "confidence": 85 }, { "name": "Social Validation", "slug": "social-validation", "agent": "Storyteller", "layer": "slide", "matchId": "019dd95a-0e8a-77b7-b202-123cd0d516ae", "evidence": "'56% increase in women executives' shows peer adoption results.", "confidence": 70 } ], "frameworks": [], "arcBeats": [ { "to": 27, "from": 22, "beatId": "019dd95a-0682-776c-8e32-268ec9f1f2dc", "arcName": "The Consultant's Gambit", "arcSlug": "consultants-gambit", "beatName": "Impact & Next Steps", "beatSlug": "consultants-gambit-impact-next-steps", "evidence": "Conclusion plus three Microsoft-style case studies as call to action.", "position": 5, "confidence": 88, "parentBeatName": "Resolution", "parentBeatSlug": "resolution" }, { "to": 27, "from": 22, "beatId": "019dd95a-0682-776c-8e32-31b1dfc5aaab", "arcName": "The Transformation Tale", "arcSlug": "transformation-tale", "beatName": "The Bridge", "beatSlug": "transformation-tale-the-bridge", "evidence": "Say-do-drive behaviors plus exemplar case studies.", "position": 3, "confidence": 60, "parentBeatName": "Resolution", "parentBeatSlug": "resolution" } ], "loops": [ { "to": 27, "from": 25, "name": "Expert Witness", "slug": "23-expert-witness", "bestFor": "Technical validation, regulatory compliance, skeptical executives", "matchId": "019dd95a-07fe-70ce-8d39-fb853f77d0e7", "evidence": "Microsoft and two peer case studies tied to each of the three pillars.", "position": 8, "objective": "Validate via three exemplar cases", "structure": "The Authority's Credentials -> Their Finding/Opinion -> Applied to Our Case", "confidence": 80, "description": "Borrow credibility from a recognized authority to validate your position" } ], "imagePathAlt": null, "thumbSrc": null, "thumbSrcAlt": null, "locked": true }