Jason is Chief Operating Officer at a large enterprise. His organization is struggling to scale inclusion and equity with existing strategies.
Accessing internal opportunities depends on knowing the right people or being in the right place at the right time. Even worse, many employees have indicated feeling like they don't belong.
Here are a few ways Structural helps leaders scale inclusion and opportunity organization-wide.
Structural automatically creates data-rich, whole-person profiles for every individual in the organization. These profiles include professional information pulled from existing business systems across the organization.
Many people also include personal information, encouraging deeper connections with colleagues and across teams.
With Structural, all your organizational opportunities - work groups (ERGs), new roles, projects, practice groups, volunteer initiatives and more - are brought together in one place.
Opportunities are transparent to everyone. People can filter based on their personal interests and professional goals. Instead of opportunities being about who you know, opportunities find people based on what they do -- their skills, expertise, and more.
We want to make sure we're providing a safe space for people to show up fully, bringing their whole selves to work so that they choose to stay here and grow with us. Structural helps us in this effort.
Remote work is producing significant challenges with relationship building. It's increasingly important to create more spaces where people who share identity can come together and create community. Structural can be a tool.
Employee engagement and retention were a major issue for us. We reduced turnover by 50% in the first year with Structural because prior to, our teams felt disconnected from each other and the business.
