INSEAD

Associate Professor of Organisational Behaviour at INSEAD

Role - Lead

Role - HR

Role - Marketing

Role - Operations

Role - Finance

Option - More Info from Marc for Lead

Team - Missing Role

Option - More Info from Maria

Option - More Data Requested from Lead

Option - More Info from Marc for Finance

Option - More Info from Eric

Option - More Data Requested from Finance

Option - More Info from Olivia

Option - More Info from Marc for Marketing

Option - More Data Requested from Marketing

Option - More Info from Melissa

Option - More Data Requested from HR

Option - More Info from Paulo

Option - More Data Requested from Operations

Option - More Info on Data Review Insights

Option - More Info on Recruiting for Lead

Option - More Info on Recruiting for Finance

Option - More Info on Recruiting for HR

.Team Lion

.Team Bobcat

.Team Caracal 

.Team Cheetah

.Team Jaguar

.Team Leopard

.Team Lynx

.Team Ocelot

.Team Puma

.Team Tiger

.Team Wildcat

.Team Panther

Team - None Missing

take on 2nd role

No to 2nd role

The Lay-off scenario - FINANCE role-player 

The Lay-off Scenario - HR

The Lay-off Scenario - Observer

NO role play

LIVE INTERNAL role play

LIVE RP - Lead

LIVE RP - Marketing

LIVE RP -HR

LIVE RP - Operations

LIVE RP - Finance

INVISIBLE BADGE (use to make chats invisible to participant)

Assigned at the beginning of E1 when a player indicates they're playing these episodes alone.

Single Player

This badge is assigned at the beginning of E1 when a player indicates they are playing on a team.

Task Force - Whole Group

Given at the beginning of E1 after the player has indicated they are a single player or if the player indicates they're a team player doing the AI RP

Single Player RP

Given at the beginning of E1 in order to branch out the lead-only team huddle questions

Task Force - Lead

Given to a player in E2 when they answer 'no' to Marc Tollman's question about attrition

E2: Attrition No

E2: Finance No

E2: Marketing No

E2: HR No

E2: Ops No

E2: Other - Huddle1

E2: Other - Huddle2

Live RP - Observer

E5: Dr. Kim More Info

E5: Dr. Kim More info v2

.Team "Other"

.Team Serval

LIVE EXTERNAL role play

Teaching Note

Lecture slides

Debrief slides

Onboarding slides

Role player briefing Employee

Role player briefing HR

Role player briefing Observer

A measurement for the ability to make good judgments and quick decisions for organizational sustainability.

Sustainability Acumen

Task Force Assignment

Task Force Groove (Opinion)

Roberta Taylor is a 57-year-old white female who is CHRO at Zing. Roberta is alarmed by dropping engagement scores among women and underrepresented groups. However, she feels constrained by limited resources and resistance from entrenched executive leadership. Roberta tapped the diversity task force to bring a data-driven, outside perspective. She sees this as an opportunity to finally drive change at Zing.

Dr. Nicole Kim is a 38-year-old Korean American who is the head of diversity consulting at Global Diversity Insights, an external firm. She is an expert on organizational psychology and designing inclusive cultures.

John is a 42-year-old white male with 10 years of experience in data analysis and business intelligence. Known for his analytical and detail-oriented approach, John has a natural tendency to play devil's advocate and question assumptions. He is a critical thinker who doesn't accept claims at face value without thorough scrutiny. When it comes to diversity and inclusion data, John is cautious and will push back on conclusions if they are not backed by rigorous analysis. He actively seeks alternative explanations for data patterns and believes that data can be manipulated or cherry-picked to fit certain narratives. With a strong concern for making informed decisions, John advises leaders to thoroughly vet data themselves rather than blindly trusting analytics.

Maria is a 35-year-old first-generation immigrant from a Latinx background who works in accounting at Zing. She grew up in a working-class neighborhood and faced various challenges throughout her life due to systemic barriers and a lack of representation. She pursued higher education and earned a degree in business administration, determined to create a better future for herself and her community.

Eric Constantin is a 45-year-old compensation analyst at Zing who comes from a traditional corporate background with a focus on finance and human resources. He has spent the majority of his career in this industry, witnessing the ups and downs of the business landscape. Eric is known for his conservative mindset and adherence to traditional business practices. 

Olivia Jasper is a 47 year old white female who serves as the Chief Marketing Officer at Zing. With over 15 years of experience in marketing and advertising, Olivia is passionate about big, bold campaigns that capture attention and connect emotionally with audiences. She has strong instincts for clever positioning and storytelling that will resonate.  However, Olivia tends to resist changes or processes that might stifle her creativity. She is prone to getting defensive when his marketing decisions are questioned. When criticized, she is more likely to justify doubling down rather than self-reflect. She is privately aware of gaps in authentically representing diversity in campaigns. But struggles to balance her artistic vision with considerations around inclusion and expanding her notions of diverse perspectives.

Melissa Envoyantes is a 46-year-old hiring manager at Zing. She has over 15 years of experience in recruiting and talent acquisition. Melissa cares deeply about finding the best candidates for open roles at the company. She prides herself on her ability to identify top talent through resume reviews and interviews.  However, Melissa tends to rely on intuitive judgments and "gut feelings" when evaluating candidates rather than structured, unbiased processes. She believes she can get a good sense of someone's abilities and fit after a short interaction. Melissa is convinced that her personalized approach results in excellent hires. She is resistant to formalizing recruiting practices believing it unnecessary bureaucracy.  While well-intentioned, Melissa often inadvertently overlooks qualified diverse candidates due to unconscious biases influencing her candidate assessments. She struggles to recognize how her subjective decision-making perpetuates lack of diversity in hiring outcomes. 

Paulo Adam is a 46-year-old Operations manager at Zing. He has over 20 years of experience managing production workflows and teams. Paulo is metrics-driven and prioritizes efficiency and output in operations above all else.  He believes the main focus should be optimizing processes, not getting distracted by touchy-feely cultural issues. Paulo thinks productivity and diversity are unrelated - workers either perform or they don't, regardless of background.

Earnest has been working at Zing for many years as a Sales Operations Manager. He joined Zing straight out of college at 22, has recently celebrated his 30th anniversary with the company, and has a history of being highly engaged with both his team and the company as a whole. Unfortunately his position is being eliminated with recent restructuring and he needs to be laid off.

Dr. Faraday is an interdisciplinary leader in AI ethics, holding a Ph.D. in Cognitive Science and an M.S. in Data Science. 

Finances available to allocate and groups that have requested them 

Developing a Strategic D&I Plan

HR_Briefing_Layoff_AIRP.pdf

Intro to D&I Data

Diversity and Inclusion Hiring Practices

Increase the base pay and the related organisational processes for ethnically diverse people and women.

Increase the number of ethnically diverse people and women in leadership to improve leadership prototypes.

Improve the mentorships and ERGs available to feed our talent pipeline with diversity and improve leadership prototypes.

Foster a more inclusive culture to reduce overt hostility and implicit bias.

I'm going to have to look at them before saying one way or another.

YES, there WILL be an in-person role play exercise -- with someone INTERNAL, FROM ANOTHER TEAM role-playing

YES, there WILL be an in-person role play exercise -- with someone EXTERNAL role-playing

NO, there will NOT be an in-person role play exercise

Zing_DI_Data_Lead.xlsx

We_Are_Hiring_Campaign_Adverts.pdf

In this series the Task Force helps Zing look inward to the diversity and inclusion situation at Zing. They do a close analysis of the data and make a decision on what Zing can do to take action!

The Task Force uncovers truths about gaps between Zing's public diversity claims and employees' lived experiences—and attempts to steer Zing on the right path.

Beyond the Surface

When a diversity wake-up call shakes things up at Zing, how can you turn turbulence into change?

All is Not What It Seems

When high-level statistics only reveal part of the story, how will analyzing granular data across Zing uncover deeper truths about barriers and inequities facing underrepresented groups? 

How Deep is the Rabbit Hole?

When recruiting tactics miss their mark at Zing, how do you hit your diversity goals?

No Silver Bullet

If systemic issues impact real experiences at Zing, how will you balance multiple perspectives with care?

Reality on the Ground 

After confronting biases and systemic challenges, how will your task force leverage hard truths to shape an evolved strategy focused on measurable diversity and inclusion progress at Zing?

Zing - Diversity and Inclusion

About the authors

Content

S1 Beyond the Surface

FAQ