averton Consulting is a 15-year-old consulting company based in Chicago, IL with nearly 600 employees. It initially launched as a financial services consultancy but expanded in the past seven years into leadership and organizational development consulting as well as consulting in mergers and acquisitions. Haverton Consulting has recently reinforced its commitment to diversity and inclusion after an internal investigation of its own pay practices showed that women and minorities, across all departments, were generally making about 80% of what their male, white counterparts were making. Haverton Consulting has since adjusted the pay discrepancies, including giving annualized back pay for lost wages in historical years. Haverton Consulting revamped its hiring processes to ensure a more thoughtful exploration of diverse candidates and adjusted its scoring mechanisms for various pre-hire assessment tests to ensure there was no adverse impact. Additionally, Haverton Consulting is using an Industry recognized Leadership Potential assessment to help identify successors and next level leaders across the organization. This assessment includes a personality assessment, leadership styles assessment, as well as responses to situational judgment items with various leadership scenarios. Individuals are given a composite score out of 100 that buckets them into different “leadership potential” categories including: Highest Leadership Potential, Strong Leadership Potential, Average Leadership Potential. Development Needed (Not Short-Term Fit for Leadership) and Not a Fit for Leadership. This Leadership Potential Assessment as well as Performance Scores are used as inputs when Haverton Consulting identifies individuals for its “Leadership Pipeline.” Every year when Haverton Consulting has its talent review discussions and aligns on performance scores, it also identifies individuals for the Leadership Pipeline. This pipeline is a list of individuals determined to have leadership capacity and should receive the biggest developmental investments from the organization. The pipeline also loosely correlates to those who promote the fastest.
Haverton Consulting sent out a 10-item diversity and inclusion survey to better understand sentiments across the organization. For purposes of this assignment, we will assume that every employee in Haverton Consulting took the survey. Haverton is coming to you to understand the current state of diversity and inclusion in their organization and any opportunities you see that they should focus on next. They specifically want to understand if there are any relationships between the Leadership Potential Assessment, Performance Evaluation Score, if someone is identified on the Leadership Pipeline list, and gender/ethnicity.
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