Belonging, built to last.
Real engagements with organizations ready to close the gap between what they say about inclusion and what their people actually experience. Here is the work, and what it changed.
Three Coaching Case Studies
Every organization below started in a different place, but shared the same goal: turning a stated commitment into a lived, measurable culture of belonging. Explore three engagements in detail.
Multinational Biotech Enterprise
Leadership recognized a disconnect between the company's stated DEI commitments and the lived experiences of transgender, nonbinary, and gender-expansive employees. They sought to understand the cultural barriers standing in the way of safety and belonging.
A comprehensive Belonging Culture Audit, using:
- Anonymous employee surveys on safety, trust, belonging, and microaggressions
- Targeted focus groups with affected employees
- Senior leadership interviews
- Analysis of policies, practices, systems, and communications
The audit identified unconscious bias in hiring and promotion, inadequate mentorship, siloed communication, and inequitable reward systems. Implementing the recommendations led to significant improvements in employee satisfaction, engagement, and perceptions of belonging — with decreased turnover among newer hires.
I was impressed by the depth and breadth of the Belonging Culture Audit. The recommendations were actionable and have already made a positive impact — increasing employee retention, reducing HR complaints, and costly litigation.T. Clarke — CEO, New York, NY
Social Service Nonprofit
Despite a century-long commitment to community services, many employees from underrepresented groups reported experiencing exclusion and microaggressions based on race, gender, and age.
Post-audit targeted interventions, designed using disaggregated demographic data:
- DEI Council and employee resource group creation
- Sponsorship programs pairing senior and junior staff
- New manager training on inclusive leadership
- Hybrid work policies for accommodations
- An Employee Engagement Center for resource access
Overall satisfaction surveys showed improved engagement and belonging among new managers, home healthcare associates, and Black and LGBTQ+ employees. The organization experienced reduced turnover and fewer HR complaints.
Before working with RPC, we had a vague sense that there were issues with our company culture, but we didn't know exactly what they were. The targeted belonging interventions designed after undergoing the Belonging Culture Audit have helped us identify and meet the specific needs of the people and groups who lack a sense of safety, trust, and belonging. The ROI of these interventions has improved our company's overall belonging scores, resulting in reduced employee turnover and HR investigations.B. Samson — Chief Operating Officer, Los Angeles, CA
Pacific Northwest Hospital Network
A pervasive exclusion culture particularly affected working parents, BIPOC, and LGBTQ+ essential staff — resulting in high turnover, decreased patient satisfaction, and a damaged employer reputation.
Implementation coaching for 35 people leaders, including:
- Bi-weekly belonging leadership coaching sessions
- 1:1 coaching support with dedicated coaching hours
- Monthly monitoring with KPI adjustments
- Performance management system redesign
Coaching helped overcome resistance to change, build leader capacity, monitor progress, and ensure accountability. The organization achieved improved workplace satisfaction, increased engagement, reduced employee burnout, and improved patient satisfaction.
Before implementation coaching, we were struggling to maintain momentum. RPC's ongoing support ensured new initiatives were effectively embedded into day-to-day practices.H. Nguyen — VP of Inclusion & Belonging, Seattle, WA
Imagine Belonging Retreats: A Case Study
How a one-day belonging retreat helped a regional healthcare organization reimagine its core values — and leave with a roadmap to live them every day.
Reimagining Our Core Values
A large regional healthcare organization set out to reimagine its core values so they genuinely reflected — and actively advanced — its vision, mission, and DEI commitments, rather than sitting unused on a wall.
A one-day retreat with 30 people leaders, designed around three goals — reimagine the core values, operationalize them, and foster belonging — supported by structured work before, during, and after:
- Optional pre-retreat reflection on personal and organizational values
- Values exploration through personal stories
- Value-alignment discussions across the leadership group
- Brainstorming to operationalize values into everyday behaviors
- Post-retreat pulse survey, summary report, and stakeholder presentation
Leaders left more connected and clearer on what the organization stands for. The core values were successfully redefined and aligned to the mission, vision, and DEI commitments — and the team walked away with a concrete roadmap to operationalize those values across the organization and keep the culture of belonging growing.
The organizational retreat was a transformative experience for me and my colleagues. It provided a safe and supportive space to connect on a deeper level and re-evaluate our organization’s core values.K. Lee — Senior Manager, Seattle, WA