Oxford University Press (OUP)

This comprehensive 18-month project spanned the globe, involving every OUP staff member, and included several key phases:

1) Appreciative Inquiry Workshops: Over the initial six months, 60 global appreciative inquiry workshops were conducted. These sessions aimed to understand current work practices, what employees valued most about their OUP experience, and when they felt most engaged and authentic. Qualitative data from these workshops provided insights into common phrases, forming the basis for initial value statements.

2) One-Day Workshop with Senior Executives: In a pivotal step, In Diverse Company’s CEO facilitated a one-day workshop with the Executive Committee. This session delved into translating the values into detailed statements and behavioural descriptions, ensuring that the values transcended mere words and became actionable behaviours. It also emphasised the link between values, OUP’s mission, and business outcomes, marking a significant shift towards connecting behaviour and business performance.

3) Global Rollout: The values, behaviours, and mission were disseminated globally through workshops led by local managers. This approach not only ensured a sense of ownership among managers but also encouraged them to drive the adoption of the new values within their teams. The integration of these values into performance management processes, 360-degree leadership assessments, and senior leader bonus structures reinforced their significance.

4) Ongoing Evaluation: The project’s impact was continually evaluated at 6, 12, and 18 months through pulse engagement surveys. These assessments gauged the extent to which employees, managers, and leaders were adhering to the newly established values and behaviours.