case-studies | Inclusion And Diversity | Embracing positive change through proprietary HR solutions

Embracing positive change through proprietary HR solutions

See how a major airport infrastructure company leveraged our R.E.A.L. framework of communication to percolate their new vision and values stack

The challenge

The degree of unconscious bias among the employees of this multinational retail giant had reached unprecedented levels and the challenge was helping employees consciously understand their own unconscious biases in order to live the values, culture, and beliefs of the organization.

The approach

d’frens deployed its proprietary 4 level LPRC framework to bring about grassroot change among the employees.
The four dimensions of the framework are:
• Learn: Where people became cognisant of unconscious bias.
• Play: Where people can safely enact scenarios and test theories that provided the foundation required for subsequent stages.
• Reflect: Using learning and experience to enable deep introspection so one can initiate the process of holding oneself accountable.
• Change: Experiencing aha moments that help internalize and reinforce positive behavior.


830 participants went through a 6 week long intervention where game theory was employed to create a app based challenge that not only invited them into a story and engaged them competitively, but also brought out unconscious bias that they themselves exhibited in a non-accusatory manner.Bolstering this experience was a series of workshops and short, impactful videos that amplified need, elaborated on how they themselves would benefit from dropping these biases, and create a more inclusive culture that nurtured stronger employee relations. 28% less escalations were reported in the 8 weeks post campaign.