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Harvard Case - Thoughtworks: The Sisyphean Task of Getting Women Back to Work?

"Thoughtworks: The Sisyphean Task of Getting Women Back to Work?" Harvard business case study is written by Debolina Dutta, Vasanthi Srinivasan. It deals with the challenges in the field of Organizational Behavior. The case study is 12 page(s) long and it was first published on : Mar 1, 2024

At Fern Fort University, we recommend Thoughtworks implement a multifaceted approach to address the challenges of attracting and retaining women in their workforce. This approach should focus on fostering a culture of inclusion, promoting flexible work arrangements, and providing targeted support for women's career development.

2. Background

This case study examines the challenges faced by Thoughtworks, a global technology consultancy, in attracting and retaining women in their workforce. Despite a commitment to diversity and inclusion, the company struggles to achieve gender parity, particularly after women take time off for family reasons. The case highlights the complex interplay of organizational culture, leadership styles, and societal norms that contribute to this challenge.

The main protagonists are:

  • Thoughtworks leadership: Committed to diversity and inclusion but struggling to achieve gender parity.
  • Women at Thoughtworks: Facing challenges in returning to work after family leave, navigating a male-dominated culture, and progressing in their careers.
  • Thoughtworks employees: Representing a diverse range of perspectives on gender equality and the company's efforts to address it.

3. Analysis of the Case Study

This case study can be analyzed through the lens of organizational behavior, diversity and inclusion, and change management.

Organizational Behavior:

  • Leadership styles: The case highlights the importance of transformational leadership in promoting a culture of inclusion. Thoughtworks leaders need to actively champion diversity, create a sense of purpose and belonging, and empower women to achieve their full potential.
  • Organizational culture: The existing culture at Thoughtworks, while not explicitly hostile, can be perceived as male-dominated and lacking in psychological safety for women. This can lead to feelings of isolation, lack of support, and difficulty in navigating the organizational hierarchy.
  • Team dynamics: The case highlights the importance of inclusive team dynamics in fostering a welcoming environment for women. This requires conscious effort to ensure equal participation, respect for different perspectives, and a culture of open communication.

Diversity and Inclusion:

  • Workplace discrimination: While not explicit, the case suggests the presence of unconscious bias that can hinder women's career progression. This can manifest in subtle forms of discrimination, such as overlooking women for promotions or assigning them less challenging roles.
  • Gender stereotypes: The case highlights the impact of societal gender stereotypes on women's career choices and aspirations. These stereotypes can lead to women feeling pressured to prioritize family over career, or to avoid certain fields perceived as 'masculine.'
  • Work-life balance: The case emphasizes the need for flexible work arrangements to support women's career progression after family leave. This includes offering options like part-time work, remote working, and flexible hours.

Change Management:

  • Resistance to change: Implementing changes to address gender inequality can face resistance from employees who are comfortable with the status quo. This resistance needs to be acknowledged, addressed, and overcome through effective communication, education, and clear articulation of the benefits of a more inclusive workplace.
  • Organizational learning: Thoughtworks needs to foster a culture of continuous learning about diversity and inclusion. This includes providing training on unconscious bias, promoting open dialogue about gender issues, and creating opportunities for employees to learn from each other.
  • Employee engagement: Engaging employees in the process of change is crucial for success. This includes soliciting feedback, creating opportunities for participation, and celebrating progress along the way.

4. Recommendations

Thoughtworks should implement the following recommendations to address the challenges of attracting and retaining women in their workforce:

  1. Develop a comprehensive diversity and inclusion strategy: This strategy should be clearly articulated, communicated to all employees, and backed by concrete actions and measurable goals.
  2. Implement a structured mentorship program: This program should pair women with senior leaders and experienced colleagues to provide guidance, support, and career development opportunities.
  3. Offer flexible work arrangements: This includes options like part-time work, remote working, and flexible hours to accommodate the needs of women returning from family leave.
  4. Conduct unconscious bias training for all employees: This training should be mandatory and focus on raising awareness about unconscious bias and its impact on hiring, promotion, and performance evaluations.
  5. Create a dedicated resource group for women: This group can provide a safe space for women to connect, share experiences, and advocate for their needs.
  6. Review and revise hiring and promotion processes: Ensure that these processes are fair, transparent, and free from bias.
  7. Invest in leadership development programs: These programs should focus on developing leaders who are committed to diversity and inclusion, and who can effectively champion these values within their teams.
  8. Partner with external organizations: Collaborate with organizations focused on women in technology to attract and retain talent, and to provide support for women's career development.
  9. Measure and track progress: Regularly assess the impact of diversity and inclusion initiatives and make adjustments as needed.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  • Core competencies and consistency with mission: Thoughtworks' mission is to 'deliver software that matters.' This mission is best achieved by leveraging the talents of a diverse workforce.
  • External customers and internal clients: Attracting and retaining a diverse workforce is essential for Thoughtworks to meet the needs of its diverse client base and to create an inclusive and welcoming environment for all employees.
  • Competitors: Thoughtworks needs to remain competitive in the talent market by attracting and retaining top talent, including women.
  • Attractiveness ' quantitative measures: Implementing these recommendations will likely lead to improved employee engagement, retention, and productivity, ultimately contributing to the company's financial success.

6. Conclusion

Addressing the challenges of attracting and retaining women in the workforce is a complex and ongoing process. Thoughtworks needs to adopt a multifaceted approach that includes fostering a culture of inclusion, promoting flexible work arrangements, and providing targeted support for women's career development. By implementing these recommendations, Thoughtworks can create a more equitable and inclusive workplace that attracts and retains top talent, regardless of gender.

7. Discussion

Other alternatives not selected include:

  • Ignoring the issue: This is not a viable option, as it would perpetuate the existing inequalities and damage the company's reputation.
  • Implementing a quota system: While this could lead to faster results, it could also lead to resentment and backlash from employees.

The key risks associated with these recommendations include:

  • Resistance to change: Some employees may resist the changes, particularly those who are comfortable with the status quo.
  • Lack of commitment from leadership: The success of these initiatives depends on the commitment and support of senior leadership.
  • Insufficient resources: Implementing these recommendations requires significant investment in time, resources, and training.

8. Next Steps

Thoughtworks should implement the recommendations outlined above in a phased approach, starting with the following key milestones:

  • Within 6 months: Develop a comprehensive diversity and inclusion strategy, implement a structured mentorship program, and conduct unconscious bias training for all employees.
  • Within 12 months: Offer flexible work arrangements, create a dedicated resource group for women, and review and revise hiring and promotion processes.
  • Within 18 months: Invest in leadership development programs, partner with external organizations, and begin to measure and track progress.

By taking these steps, Thoughtworks can begin to address the challenges of attracting and retaining women in their workforce and create a more equitable and inclusive workplace for all employees.

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Case Description

Thoughtworks, a global software consulting organization, had received tremendous success and appreciation for its Diversity, Equity, and Inclusion (DEI) culture, policies, and enabling practices. While the progressive DEI policies had increased gender representation, the percentage of women in technology continued to be skewed and not be representative of the larger gender composition in society. To address this gap, Thoughtworks initiated a comprehensive program to help support women returning to work after a career break. Titled "Vapasi", the program was initiated in 2014 and included identifying suitable women and selecting and inducting them for structured technology skills and holistic training. Training over 16 batches across multiple cities, covering 3,500+ registrations, and with less than 4.5% dropout, the program was seen as a progressive and successful step in helping build and sustain women in their careers. The HR and marketing teams of Thoughtworks helped identify potential candidates for the program through multiple sources, before screening and selecting the final cohort. The trainers for the technology skills were mostly volunteer employees from Thoughtworks, while soft skills, mentoring, and psychological support building were offered by external experts. Women who successfully completed the training could apply for appropriate jobs within Thoughtworks or anywhere else in the industry. Thoughtworks had recruited 130 such women from the Vapasi program. The investments in the program did not yield a significantly large number of women joining Thoughtworks. Despite all the support, progressive policies, and best-in-class inclusive environment, there appeared to be multiple barriers hindering women from returning to work. The case presents eclectic perspectives and challenges that learners need to understand as they engage with diversity and inclusion

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