For Dell:

• Improve gender diversity across the organization.
• Support the personal and professional growth of talented female employees.
• Raise management and organizational awareness regarding gender diversity
• Create a robust internal female network.
• Become a more attractive employer for women.

For Participants:

• Enhance self-awareness.
• Develop both soft and hard skills.
• Define and control their career trajectories.
• Increase personal network, branding, visibility, and organizational impact.

For Dell, the goals were equally ambitious. The company sought to improve gender diversity across all levels, support female talent, and increase awareness among managers about the unique challenges and opportunities for women in the workplace. By building a robust internal network of female professionals, Dell aimed to position itself as an employer of choice for women and drive business impact through diverse team projects.

The selection criteria for the program were straightforward yet strategic. Dell sought highly motivated women at early to mid-career stages, both junior and senior employees, who had the support of their managers. This ensured that participants were not only ready to take the next step in their development but also had the necessary backing to succeed.

The program content was comprehensive and thoughtfully structured. Monthly individual coaching sessions provided participants with personalized guidance to focus on their individual goals. Mentoring paired them with senior figures within the organization, enhancing their professional development and expanding their internal business networks. Additionally, team projects allowed participants to apply their learnings, demonstrate their growth, and make tangible contributions to the business.

Workshops formed the backbone of the FDP, covering a wide range of topics essential for both personal and professional growth. The program began with workshops on self-awareness and team building, setting a strong foundation. As the months progressed, the focus shifted to areas such as public perception, personal branding, public speaking, empowerment, assertiveness, teamwork, conflict handling, communication skills, presentation skills, feedback, goal setting, and habit change.

Each phase of the program was meticulously planned. The journey started with open selection, a psychometric assessement and interviews, followed by matching each participant with a coach and mentor. The program kicked off with two intensive days dedicated to self-awareness and team building. Subsequent months featured workshops on critical skills and topics, culminating in sessions on job interviews, networking, and negotiation skills. The program concluded with final presentations and a comprehensive evaluation.

Throughout this journey, SHFT Happens played a pivotal role in driving adoption and engagement. They led workshops, activated a network of coaching champions, and maintained high levels of participant engagement through regular webinars and community events.

By the end of the program, the impact was palpable. Dell saw significant improvements in the confidence and capabilities of its female employees. The program fostered a culture of continuous improvement, strengthened internal networks, and positioned Dell as a leader in gender diversity.

Through this partnership, SHFT Happens not only helped Dell achieve its DEI objectives but also demonstrated the power of strategic, well-executed development programs in creating lasting organizational change.