Figure A3
The heat map consists of a large rectangular color gradient from red at the top left to yellow in the middle and light green at the bottom right. The vertical axis is labeled “Diversity categories” with “Many” at the top and “Few” at the bottom. The horizontal axis is labeled “Time to implement” with “Short term” on the left and “Long term” on the right. The labels in the top section from left to right are “19. Anonymise applications in the first screening and a quota for graduate intake”, “15. Limited access to time data in S A P”, “24. Diversity K P I s: include diversity in the hard targets and in upward feedback”, “8. Clear bonus targets for diversity”, “31. Implement K P Is on diversity and dedicated bonus pool”, “26. Better project leadership”, “39. Attraction and retention of a more diverse base of employees”, “5. No time sheets”, “1. Four-day work week”, “6. Mandatory leave of absence every ‘X’ years”, “9. Define the problems to diversity more specifically”, “16. Instant upward feedback continuously on all projects”, “38. Devil’s advocate from outside when evaluating, adjusting and promoting salaries (C E O office, mid-term)” and “25. Better help with cleaning and other everyday things incl. daycare”. The labels in the middle section from left to right are “18. Hire other profiles in Open square bracket anonymized department name Close square bracket”, “3. Not sending internal emails between 21 and 7 o’clock”, “4. Mails can only be delivered between 7-18”, “14. Change K P Is”, “35. Measure behavior, enablers, drivers”, “33. Clear K P Is but flexible approach”, “34. Differentiated K P I structure”, “36. More narrow and specific objectives and K P Is”, “27. Embed new competencies in business”, “28. Adjust career paths for different life stages”, “41. Re-define what success looks like”, “46. Flexible career paths in different life situations”, “42. Develop new leadership roles and tracks”, and “40. Election of 2 senior leadership candidates nominated by the employees”. The labels in the bottom section from left to right are “13. Social activities that are non-Danish focused”, “11. Serve one hot vegetarian dish every day in the canteen”, “12. Meat and vegan hot food options”, “2. Bring family into the office”, “7. 25 percent females in Open square bracket anonymized Close square bracket positions in F Y 20”, “10. Understand the real causes behind the ‘male or female per level’ curve”, “20. Include millennials in the leadership”, “31. Implement K P Is on diversity and dedicated bonus pool”, “17. K P I with a bonus element for department leaders and C E O”, “27. Embed new competencies in business”, “47. Differentiated but fixed salary”, “32. Pipeline target for female partners”, “30. Equal maternity and paternity leave”, “48. 6 months pay regardless of gender”, “47. Differentiated but fixed salary”, “22. Work with client issue and journey more than focusing on offerings”, “23. Team that can take care of unpredictable tasks”, “29. Point out a female C E O or 50 percent in Open square bracket Blue Close square bracket”, “37. Change process from manager to partner”, “43. Provide all services value-based”, “44. New pricing model”, and “45. Value-based pricing”.Heatmap