The data is anonymised and presented at an aggregated level so it cannot be traced back to anyone.

Moxy then analyses the patterns, investigates common themes, identifies the enablers and blockers, and layers all this data with a follow-up quantitative survey. The same participants are asked questions about career progression, leadership support, equal voice in meetings, flexibility and benefits.

“The company receives a collective report… and we share where the gaps are and the interventions they can execute in the short and long term,” said Khatija.

In one global consumer goods company, said Khatija, one of the clearest findings was that women had ambition and appetite for growth, but the systems to support that growth – mentorship, sponsorship, access to opportunities – were informal and inconsistent.

According to Khatija, based on Moxy’s recommendations, the company plans to offer structured sessions for women on how to ask for sponsorship, equipping them with the language, confidence and frameworks to advocate for themselves.

They are also rolling out inclusive leadership training for their managers, equipping leaders with the skills to actively sponsor and advocate for the women on their teams.

EXPLORING DIFFICULT SCENARIOS THROUGH STORYTELLING

Companies can also invite Moxy to host a TableTalk session, a collaborative game played in groups of eight to 10. Each table gets a female character card, whose life unfolds through a series of positive and negative events.

The goal as a team is to build the best story possible for her, Khatija explained.