Mid-Size Healthcare System
Profile: 500 employees | $50M annual revenue | Regional hospital network
Challenge: HR Director needed to justify $150K Culture budget expansion but had no ROI data to present to CFO.
Starting Point:
- Running diversity initiatives for 3 years
- No systematic tracking of economic impact
- CFO skeptical about "soft metrics"
After 1-Week Value Discovery Assessment:
Documented Impact: $1.8M (High Confidence)
- $850K diverse supplier spending (verified through procurement)
- $420K community investments (verified through financial records)
- $380K local tax contributions (verified through tax filings)
- $150K documented retention improvements (verified through HR data)
Estimated Value: $2.1M - $3.4M (Medium Confidence)
- $900K - $1.5M turnover cost avoidance (based on NSI healthcare benchmarks: $49,500-$72,700 per RN)
- $800K - $1.2M productivity gains (based on Gallup engagement research)
- $400K - $700K economic multiplier effects (based on regional impact studies)
Unmeasured Opportunities: 8 high-impact initiatives not tracked
- Employee volunteer hours (estimated $180K annual value if tracked)
- Innovation revenue from diverse clinical teams
- Patient satisfaction improvements from cultural competency
- Community health outcomes from outreach programs
Total Identified Value: $3.9M - $5.2M annually
Budget Conversation Outcome:Presented documented $1.8M + estimated $2.1-3.4M range to CFO. Showed 26:1 - 35:1 ROI on current $150K budget. Got approval for $275K budget (83% increase) plus $50K for implementing tracking systems.
Timeline: 1 week for assessment | 90 days to implement tracking | 12 months to increase documented value to $3.2M
This is a hypothetical example for illustration purposes. Actual results vary by organization size, industry, data availability, and initiative scope.
Technology Company (Series B Startup)
Profile: 250 employees | $25M annual revenue | SaaS platform
Challenge: VP of People needed to prove DEI initiatives were driving business value, not just "nice to have" culture work.
Starting Point:
- High-growth phase with 40% annual hiring
- Diverse hiring goals but no economic impact measurement
- Board asking for ROI on culture investments
After 1-Week Value Discovery Assessment:
Documented Impact: $950K (High Confidence)
- $520K direct compensation to diverse new hires (verified payroll)
- $280K diverse supplier spending (verified procurement)
- $150K community tech education partnerships (verified grants)
Estimated Value: $1.8M - $2.9M (Medium Confidence)
- $1.2M - $2.0M turnover cost avoidance (SHRM tech benchmarks: $65K-$110K per engineer)
- $400K - $650K productivity gains from 12% engagement increase
- $200K - $250K innovation pipeline value (conservative attribution)
Unmeasured Opportunities: 6 high-impact initiatives not tracked
- Revenue from products designed by diverse teams (estimated $800K+ if attributed)
- Market expansion into underserved segments
- Recruitment cost savings from employer brand improvements
- Patent/IP development from diverse R&D teams
Total Identified Value: $2.75M - $3.85M annually
Budget Conversation Outcome:Demonstrated 28:1 - 39:1 ROI on $100K annual DEI budget. Board approved $400K transformation budget for Year 2, including $75K for measurement infrastructure and $325K for scaling high-ROI initiatives.
Next Steps: Implemented pilot program tracking innovation ROI from diverse teams. After 6 months, documented $1.4M in new revenue directly attributed to diverse product teams, increasing documented impact to $2.35M.
This is a hypothetical example for illustration purposes. Actual results vary by organization size, industry, data availability, and initiative scope.
Municipal Government Agency
Profile: 1,200 employees | $180M annual budget | City services department
Challenge: DEI Officer needed to defend $200K program budget during budget cuts, but leadership viewed it as "overhead."
Starting Point:
- 5-year diversity initiative with limited measurable outcomes
- City council questioning value during fiscal constraints
- No economic impact data, only demographic reports
After 1-Week Value Discovery Assessment:
Documented Impact: $3.2M (High Confidence)
- $1.8M local supplier spending supporting city economy (verified procurement)
- $750K diverse workforce compensation (verified payroll)
- $400K community investment programs (verified grants)
- $250K local tax revenues generated by programs (verified financial records)
Estimated Value: $4.1M - $6.8M (Medium Confidence)
- $2.5M - $4.2M turnover cost avoidance (BLS municipal benchmarks: $35K-$60K per employee)
- $900K - $1.5M service efficiency gains from engagement improvements
- $700K - $1.1M economic multiplier from local hiring and procurement
Unmeasured Opportunities: 9 high-impact initiatives not tracked
- Reduced litigation costs from improved workplace culture
- Constituent satisfaction improvements
- Grant eligibility enhancements from equity initiatives
- Volunteer fire/EMS recruitment improvements
Total Identified Value: $7.3M - $10.0M annually
Budget Conversation Outcome:Presented documented $3.2M impact against $200K budget (16:1 ROI) to city council. Instead of cuts, received $275K budget approval plus authorization to hire dedicated measurement analyst. Council now views DEI as "economic development strategy."
Implementation: Over next 12 months, implemented tracking for unmeasured opportunities and increased documented impact to $5.8M, demonstrating 21:1 ROI.
This is a hypothetical example for illustration purposes. Actual results vary by organization size, industry, data availability, and initiative scope.