Client
Condé Nast
Date
2020
Services provided
→ Brand Strategy
→ Content Programming
→ Strategic Partnerships
According to the World Economic Forum’s Global Gender Gap Index Report, in 2018, the gender gap sat at an average 32%, it will take 202 years to close the global economic gender gap at our current rate of progress and only about one in five senior leaders is a woman, and one in 25 is a woman of color.
On the heels of several organizational restructures, an increased awareness of the challenges facing women in the workplace and at the height of the #metoo movement, the places where women could gather safely became opportune for organized progress.
The paradox was that Condé Nast was a company run by majority women while also harboring a culture that was harmful to women, especially women of color. In response to growing complaints and desire for support, HR called forth an initiative to craft employee resources groups. I developed a team to collectively define a purpose, mission, and built a phased roll out plan that allowed our editorial partners to bring their conversations from the magazine pages into the office.
After developing a framework of community guidelines, governing principles, and designing a slate of programs with our editorial partners, leadership opportunities were established and the network was launched. 20% of the company’s women signed up to receive communications from the Network on the first day.
Through a strategic execution, brand development and by establishing strong industry partnerships across the tech and media industries, the employee resource group laid the blueprint for the company’s groups to follow.
Isata Yansaneh
Client
Condé Nast
Date
2020
Services provided
→ Brand Strategy
→ Content Programming
→ Strategic Partnerships
According to the World Economic Forum’s Global Gender Gap Index Report, in 2018, the gender gap sat at an average 32%, it will take 202 years to close the global economic gender gap at our current rate of progress and only about one in five senior leaders is a woman, and one in 25 is a woman of color.
On the heels of several organizational restructures, an increased awareness of the challenges facing women in the workplace and at the height of the #metoo movement, the places where women could gather safely became opportune for organized progress.
The paradox was that Condé Nast was a company run by majority women while also harboring a culture that was harmful to women, especially women of color. In response to growing complaints and desire for support, HR called forth an initiative to craft employee resources groups. I developed a team to collectively define a purpose, mission, and built a phased roll out plan that allowed our editorial partners to bring their conversations from the magazine pages into the office.
After developing a framework of community guidelines, governing principles, and designing a slate of programs with our editorial partners, leadership opportunities were established and the network was launched. 20% of the company’s women signed up to receive communications from the Network on the first day.
Through a strategic execution, brand development and by establishing strong industry partnerships across the tech and media industries, the employee resource group laid the blueprint for the company’s groups to follow.
© Isata Yansaneh, iy@isatayansaneh.com
© Isata Yansaneh, iy@isatayansaneh.com