Nedbank GHR Builds the Inclusion and Psychological Safety Capacity Needed to Support the Bank’s Broader Culture Journey
completion rate, indicating strong engagement and programme motivation.
90%
increase in feeling completely safe to speak up, pointing to a meaningful shift in psychological safety.
+14.5%
1,110%
potential 1-year ROI was calculated for the programme using our Psychological Safety Cost Calculator, which measures the cost of unsafe workplace and team cultures.
Run to the Monster Building The Skills To Change Culture
Increase in feeling participants have the tools to help create a more inclusive Bank culture.
+13%
Reported strong emotional or internal growth after engaging with the content.
+56%
Increase in confidence to manage identity-based conflict.
+10%
Increase in feeling completely safe to speak up, pointing to a meaningful shift in psychological safety.
+14%
Four Key Insight Blocks
1. Strong engagement and personal growth
82.5%
of participants said they feel excited and ready for Chapter 2 of the programme, showing strong resonance with the programme and appetite for continued learning.
56.1%
reported strong emotional or internal growth, rating their growth 4 or 5 out of 5 after watching the content.
Our programme did more than inform. It landed personally. Participants experienced the programme as meaningful, reflective and growth-oriented.
2. Increased confidence and practical readiness
13.1%
increase in feeling they have the tools to create a more inclusive culture.
10.1%
increase in confidence to manage identity-based conflict.
+7.1%
increase in confidence to have DEI conversations.
Our programme did not only build awareness. It strengthened participants’ sense of readiness to apply what they had learnt in real workplace situations.
3. Deeper understanding of inclusion, identity and safety
+8.4%
increase in fully understanding how inclusion can unlock individual performance.
+14%
increase in feeling completely safe to speak up.
+90%
said that greater identity awareness can help them become a better colleague or manager.
Participants left with a deeper appreciation for the connection between identity, inclusion, performance and psychological safety.
4. Clear team-level impact is emerging
56.2%
of participants reported that their team is working better as a result of the programme.
38.6%
said their team would benefit from more DEI conversations to improve performance.
The movement from neutrality towards stronger team trust and performance suggests real momentum is building at team level.
Learn More About The Inclusion Challenge
The Inclusion Challenge
Psychological Safety & DEIB
This comprehensive journey integrates Psychological Safety with a DEI focus on Race and Ethnicity, Gender, Sexual Orientation, and Disability. It is designed to equip your people with an understanding and practical tools to build a truly inclusive teams from the ground up.
