As a values-led and people-focused organization, we embrace our people and draw on the strengths of each individual’s unique characteristics. We continuously engage with our employees to gather their input and ideas on how to strengthen our employee value proposition in order to deliver holistic and meaningful programs and experiences that enhance one’s career and personal well-being. In response to feedback, we have incorporated a range of new or expanded employee benefits to support the physical and mental well-being of our employees and their families.
Doubled our paid Parental Bonding Leave period from four to eight weeks, to give all parents more flexibility and support for family planning.
Expanded our Employee Assistance Program globally to offer up to 10 complimentary counseling sessions annually to all employees and their dependents in efforts to support mental well-being.
Offered a series of four live virtual meditation and stress reduction sessions during Mental Health Awareness Week for all employees.
Hosted our first live Burnout Workshop session to help combat workplace and environmental stress.
Hosted a live interactive Accommodations in the Workplace session to bring awareness to disability assistance within the workplace.
Increased financial assistance for surrogacy and adoption from $2,500 to up to $15,000 to support growing families.
Extended enhanced childcare benefits through the Bright Horizons Family Supports program to help working families locate affordable childcare, after-school programs, and online curriculum.
Increased collaboration efforts with our employee resource groups like the Working Parents team, to develop a new child mentorship program that provides 1:1 support for parents with new children.
Amended our Bereavement Leave Policy to cover pregnancy loss, unsuccessful fertility treatments, and a failed adoption placement or surrogacy agreement to provide employees with paid time off to grieve these losses.
Introduced a no-cost fitness offering with complimentary access to 20 well-being apps and the Gympass Starter Plan, with unlimited monthly access to over 1,000 gyms/studios across the country, as well as virtual fitness options.
We believe that by investing in the well-being of our people and their loved ones through enhancements like these, we can create a more inclusive and supportive work environment for all.
To encourage the growth and development of our employees at all levels, we leverage a diverse range of learning opportunities and experiences that can be personalized to individual needs through formal and informal learning, practice, and application.
We have continued to adapt our talent development initiatives, including training, certification, and performance management programs and tools to accommodate the needs of our employees in a hybrid environment. This includes re-imagining the design of our leadership development experiences to offer self-directed learning, virtual workshops, and cohort-based learning opportunities. Employees have also further embraced the LinkedIn Learning platform, with nearly 3,000 individuals using the tool to access new learning opportunities, including curated content aligned to our leadership principles.
In addition, we offer focused learning and personal productivity days to help our employees manage work and life and advance their professional development. These days can be used for learning and development, completing certifications and trainings, and personal development planning, as desired by the employee.
Developing our current and future leadership talent is critical to our success. Whether an executive or an analyst, an individual’s leadership journey starts on day one. Our leadership principles are a living expression of our culture and growth aspirations, and developing our leadership talent enhances our ability to achieve our vision of empowering our clients, our people, and the communities we serve.
We continue to build a future-led leadership development experience, aligned to these principles and reflective of our diverse team and hybrid model of working. Leaders are encouraged to reflect on moments that matter, engaging in a variety of different learning opportunities such as workshops, case studies, peer networks, and online content. More specifically, we have continued to see positive success in the development of our leaders through our milestone programs, senior director cohort, and sponsorship program.
In addition, in 2022, we implemented a 360-degree feedback assessment process for our most senior levels of leadership to provide meaningful feedback and further enhance ongoing growth and development. We will continue to use the 360-degree feedback assessment process to garner valuable feedback that will allow for additional growth and development opportunities for our people.
As our future leaders are vital to the success of our company, we remain committed to the investment in the growth and development of our leadership talent.
Our learning programs aim to support employees as they navigate key career milestones. Each milestone program is designed to celebrate success, focus on identifying transition priorities at each new level, and build new leadership skills and competencies. Participants spend time clarifying personal priorities and potential traps to help them build their leadership skills and accelerate success.
Our senior director cohort program is designed to support individuals and develop their leadership skills as they plan the transition to a managing director, principal, or corporate vice president role. This 12-month program is based on our values and leadership principles and provides a supportive and intimate environment for self-reflection, discussion, and learning. Through the program, participants learn from leaders and colleagues across the firm, including executive leaders and members of Huron’s board, and have the option to participate in executive leadership coaching from certified coaches. The goal of the program is to prepare participants for their next leadership transition, identify their own leadership aspirations, and build a personal development plan. At the end of 2022, 25% of program participants were promoted to managing director or principal.
Supporting the advancement of women at Huron continues to be a top focus area as we grow and develop our team. Our efforts to grow and develop female leaders have contributed to a strong pipeline of leadership talent. In 2020, Huron hosted its first Women in Workday event, which continued in 2021. In 2022, the event expanded into the Women in Tech Summit for Oracle and Workday. Members of the Women Alliance employee resource group and the Women in Tech subcommunity participated in the one-day event, which included networking, employee panels, and a self-advocacy workshop.
In 2021, we introduced a sponsorship program for underrepresented employees to promote growth, development, culture, and diversity within the organization. Participants in this program are paired with senior leaders who can support their professional growth by advocating for them, increasing their visibility, and helping them advance in their careers. At the conclusion of the first two-year cohort of this program, 37% of participants were promoted. We are excited to see this program meaningfully contribute to the development of our future leaders and the expansion of diverse leadership representation across the firm.
The sponsorship program was a rewarding experience in all respects and had an incredible impact in directing my career progression. It carefully paired me with a leader who had experienced similar circumstances as me coming up through the ranks. I differ from many of my Huron colleagues both in terms of race and culture. As a result of this, I tend to suppress key parts of who I am or my insecurities. With my sponsor I felt like I could really open up and discuss my thoughts and concerns without reservations. Their candid reactions and perspective helped shape my own ideas about my career in consulting."