Case Study: Cultural Audit Renewable Energy Engineering Firm

Client: Company “B”

Location: Northwest

Industry: Renewable Energy

Situation:

Company “B” had 53 people and planned to double staff members in six months. The President requested a cultural audit to measure employee engagement, staff morale, and culture-building practices.

The Booker DEI Group Solution:

• Administered DEI culture surveys and interviewed employees.

• Conducted a pay parity analysis.

• Assessed executive leaders’ emotional intelligence and provided leadership guidance and coaching.

• Reviewed internal HR and recruitment processes, employee handbooks, and performance management tools.

Outcome:

• Gaps in employee engagement between staff members who identified as male, female, trans, or non-binary were detected and benchmarks were set to increase employee morale of underrepresented groups.

• Company values and mission statement were created based on the DEI culture survey results that highlighted what employees valued the most.

• An employer brand proposition that focused on culture building and amplifying employee voice was created to attract new talent while retaining existing talent.

• The Company doubled in size and increased BIPOC representation by 38%.

Case Study: Engineering Diversity Recruitment Fintech Startup

Client: Company “C”

Location: Northeast

Industry: Financial Services

Revenue: 14 million USD

Situation:

Company “C’s” recruitment team had not hired any women or people of color in the engineering department since the company’s inception in 2010.

The Booker DEI Group Solution:

• Proactively sourced talent nationally.

• Prepared candidates for advanced technical interviews.

• Exercised an executive search, consultative approach when engaging passive candidates and active applicants.

Outcome:

• Hired the FIRST woman, bipoc engineer in company history.

Case Study: Corporate Recruitment with an Executive Search Consultative Approach

Client: Company “D”

Location: Southwest

Industry: Consumer Packaged Goods

Revenue: 31.85 billion USD

Situation:

Company “D’s” recruitment staffed lacked confidence and consultative skills. Hiring managers viewed them as order takers that would supply wanted to train their recruiters to source, identify, engage, and close candidates how a “headhunter” would perform these tasks. They also wanted to decrease outside agency spending and increase diversity hiring rates for the business's production supply vertical. This vertical was very male-dominated at the time.

The Booker DEI Group Solution:

• Trained recruiters and hiring managers. Created interview guides.

• I created a diversity conference souring strategy and a National Black MBA Association pilot program.

• Exercised an executive search, consultative approach when engaging passive candidates.

• I built “high-touch” recruitment relationships with 500+ National Black MBA Association job-seekers.

Outcome:

• Identified 100+ candidates for 23 openings 30 days before the conference, resulting in a decreased “time-to-find” rate from the previous year.

• 200% increased by the National Black MBA Association conference hires of the prior year.

• Diversity conference recruitment strategy created for the National Black MBA Association became the global model strategy for other diversity conferences.