OUR PROJECTS
At Soteria Consulting, we understand that change is not always easy. Since 2008 we have been helping companies of all sizes respond to industry transitions in order to stay competitive. Our years of experience has taught us to always make your business success our priority.
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Building People-First Workplaces That Last
CASE STUDY 1
CULTURE AND
INCLUSION
DIAGNOSTICS
DETAILS
CHALLENGE
A national charity approached us after experiencing high staff turnover and feedback of “not feeling heard” in employee surveys. Previous internal reviews focused only on compliance metrics and missed deeper issues around belonging and culture. Leaders were left uncertain about the root causes of disengagement.
SOLUTION
We deployed our Culture and Inclusion Diagnostics, combining surveys, focus groups, and benchmarking against sector standards. Using experience maps and data visualisations, we uncovered patterns of inequity in progression opportunities, inconsistent line manager practices, and gaps between values stated in policy and employees’ lived experience.
THE RESULT
Our insights provided the leadership team with a clear, prioritised roadmap. They introduced new progression pathways, manager training in inclusive leadership, and transparent feedback loops. Within 12 months, staff retention improved by 18% and employee survey results showed a marked rise in belonging and trust in leadership.
CASE STUDY 2
WORKPLACE TRANSFORMATION FRAMEWORK
DETAILS
CHALLENGE
A public sector body needed to modernise its workforce practices to adapt to hybrid working and future-of-work demands. Previous transformation attempts had stalled due to a lack of clarity on culture, capability, and leadership alignment.
SOLUTION
We applied our Workplace Transformation Framework, engaging leaders and staff in co-design sessions. Using systems mapping, capability diagnostics, and scenario planning, we identified outdated processes, fragmented communication structures, and gaps in leadership readiness. A new framework was developed that integrated culture, skills development, and digital enablement.
THE RESULT
The organisation adopted a refreshed structure with clearer role definitions, cross-team collaboration protocols, and a capability-building plan. Staff engagement rose significantly, and productivity indicators improved by 20%. Leadership teams reported greater confidence in driving change and sustaining transformation.
CASE STUDY 3
TALENT ACQUISITION
AND RETENTION
STRATEGY
DETAILS
CHALLENGE
A fast-growing social enterprise was finding it difficult to attract and retain the right talent. Their recruitment relied heavily on word of mouth, job ads lacked inclusive language, and turnover was rising, particularly among younger employees and those from underrepresented groups. Leadership knew this was impacting growth but lacked a clear strategy.
SOLUTION
We introduced our Talent Acquisition and Retention Strategy. This began with a review of their current recruitment processes and employee experience data. We co-designed an inclusive recruitment framework, introduced structured interview practices, and developed a retention plan centred on engagement, career development, and reward structures. Using workforce analytics, we identified hotspots for turnover and built targeted interventions.
THE RESULT
The enterprise increased the diversity of new hires by 30% within a year, with stronger candidate pipelines built through inclusive sourcing channels. Employee engagement scores rose significantly, and voluntary turnover dropped by 15%. The board reported greater confidence in sustaining growth through a more stable, committed workforce.