This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. “If you have a women’s employee resource group,” Damien says, “do you have any men who are part of it? By using our site you agree to our use of cookies to deliver a better site experience. Additionally, companies in the top quartile for gender diversity on executive teams were … As companies continue to work on better their diversity and inclusion efforts, they're often turning to data as a means to drive improvement. Taken together, these data points underscore the importance of focusing on diversity, increasing representation of the voices that are at the table, and layering that with a culture where people use those voices authentically, and feel psychologically safe to contribute the fullness of their ideas. Diversity can be seen as a good thing in and of itself. cost. Many progressive organizations are also choosing to transparently tell their stories externally, as well. Taken together, these data points underscore the importance of focusing on diversity, increasing representation of the voices that are at the table. Strict hiring and promotion quotas can also undermine employee engagement and morale by suggesting that people are being hired or promoted because of something other than performance. Diversity ≠ Inclusion. While there are a lot of diversity (representation) metrics, the inclusion part is hard to measure. “It’s not the end-all and be-all. I like to associate DEI or diversity equity inclusion with cultural change. Adding a question around this campaign to employee engagement or pulse surveys can provide insight into whether or not the messaging is being incorporated into everyday interactions. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. What has emerged is a growing sense that no single set of numbers is right for everyone, that the best, most effective metrics will be a blended approach that starts with representation measures — who have you hired, retained, and promoted — and adds data that provides insights into how inclusive the company culture is. Look out for our next newsletter, coming soon. This website uses cookies to improve your experience while you navigate through the website. Jill Kahn Marshall’s blog post suggests that employers adopt “policies that focus on flexible targets which allow managers to factor diversity into their decision-making as a ‘plus,’ while continuing to consider all candidates, inclusively, and without overreactive or unreasonably heightened emphasis on profile.”. Your team members crave transparency. But she really zeroes in on what Schwab’s ERGs are doing. This is the workplace culture imperative that aligns with every business’ desire to drive innovation, productivity, employee engagement, and performance. 87% of EVERFI learners feel better equipped to be an ally. This enables companies to identify the … At Ceridian, we define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. And scour your hiring process for more than just your hiring outcomes. Longer-term measures being tracked over time include the demographic composition of our campus, shifts in climate and indicators of equity across populations. Power your organization’s social impact initiatives through meaningful digital education programs. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Inclusion, diversity, and belonging are essentially about organizational change. training. ... and reporting system to measure progress against the diversity and inclusion goals for each division. Remember: what you measure grows and what grows should uncover something unexpected. Learn More. The paper also highlights that diversity management, a common practice to quantify or measure (employee perception of) inclusion, is not an appropriate method to capture organizational inclusion. Creating companies that allow every employee, regardless of background, to reach their potential and to feel included is the right thing for business. *Editor’s note: Download our full Diversity and Inclusion Handbook for more than 70 pages of tangible strategies to help you cultivate diversity and inclusion on your team, including diversity goals and objectives. Gathering information around certain types of diversity — gender, race, age — is usually pretty straightforward (and in many cases even legally required). We also use third-party cookies that help us analyze and understand how you use this website. So what is the “formula” for getting the approach to diversity, inclusion, and equity right? BHP was at 17% when Fiona arrived in 2016, so she started looking at the attrition rate of women vs. the rate for men. But a scorecard, particularly when linked to compensation, is fraught with dangers both legal and managerial. The answer is probably “no”. We all intuitively know that diversity is good, but that rationale won’t sway a skeptical CFO or boardroom. While it may be enticing to “do all of the things”, your organization will be better served by having a strategy in place with SMART (Specific, Measurable, Attainable, Relevant, Time-Bound) goals that focus on programs, policies and processes. “A lot of companies are unclear about why they're setting these goals. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Diversity and inclusion: 8 best practices for changing your culture A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Sodexo Americas developed a D&I scorecard in 2002 and has refined it over the years. Make no mistake, a scorecard and executive accountability can help drive change — 41% of Sodexo’s North American leaders are from underrepresented groups, 40% are women. Some of the known perks include: A broader range of skills and experience on your team; A metric in this case can be formulated as: The aperture for a DEI strategy can become very wide, very quickly. But he keeps an eye on the number of allies who are active in ERGs. }); Most of the work I did when I was a dean of equity and inclusion orbited around the concept of inclusion and the challenges it creates in an increasingly polarized society. But other types of diversity — LGBTQ+, people with physical disabilities, neurodiversity, etc. Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all … Build a more ethical workplace and strengthen your company culture with effective HR and compliance These cookies do not store any personal information. There are now a number of statistics to support the “business case” for diversity. While it may be enticing to “do all of the things”, your organization will be better served by having a strategy in place with SMART (Specific, Measurable, Attainable, Relevant, Time-Bound) goals that focus on programs, policies and processes and have been created collaboratively. “It’s really important to look at your data to understand what your representation looks like right now,” says Cindy Owyoung, the vice president of inclusion, culture, and change at Charles Schwab, “and where you might have some opportunities for improvement.” Businesses will often look at the composition of their teams by seniority level, as well, to see where development opportunities and efforts can drive significant change. To gather more information about a topic, like diversity and inclusion, you can use a pulse survey. “For decades,” says The New York Times, “companies and top business schools have preached the gospel of tying pay to all manner of business goals, like stock performance and profits.” But the Times article then notes that research by Pearl Meyer, a compensation consulting firm, showed that only 78 of about 3,000 companies said that hitting diversity goals affected some part of chief executives’ pay. Every person in your organization is coming to the conversation about diversity, equity and inclusion from a place that has been shaped by their lived experiences and perspectives. Fiona says attrition is still slightly higher for women, but it has shrunk considerably. Diversity. Additionally, a study from. Maximize student health and safety with education that addresses today's most critical issues. It needs to be measured at quite a low level in the company because that’s the way you find where your hot spots are.”. “We are looking at inclusion in our engagement survey,” says Pascale Thorre, the global head of inclusion and diversity at The HEINEKEN Company, “which we call the climate survey. Which groups are under-represented in th… Nonprofit leaders committed to integrating diversity, equity, and inclusion into their organizations will need to adopt new practices and behaviors to live into this goal. In fact, they are quite different. But you can’t stop at prioritizing diversity in and of itself. She studies the number of employee resource groups (ERGs) and the number of participants. document.getElementById('confirmform2').setAttribute("style", " display: block;") Creating a common vocabulary of concepts and expectations through scaled training and in-person learning experiences is one effective way to ensure that team members are operating from a shared understanding. “With the scorecards,” says Molly Ford, the vice president of global equality programs at Salesforce, “we’re using data to speak to executives in a language they’re used to.” Quarterly scorecards are also created to share with senior leaders in an operations review staff meeting. She’s been tasked with overseeing the company’s efforts to get to 50% women in its workforce by 2025. harm happens. Make sure your company looks not only at hiring, retention, and promotion numbers but at how managers mentor, sponsor, and otherwise develop diverse talent. As companies continue to elevate and prioritize their diversity and inclusion efforts, they have increasingly looked for ways to use data as both a meter and a motor, a tool to track improvement and to drive it. You also have the option to opt-out of these cookies. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. See how athletes, entertainers, sports teams and corporations are launching community engagement The scorecard tracks the number and percentage of women and underrepresented minorities in that leader’s organization as well as the number of women and underrepresented minorities hired into their organization in the previous month, the number promoted, and the number who left the company. “I don’t want to mislead anyone,” says Gerri Mason Hall, the chief diversity and social responsibility officer at Sodexo Americas. While progress towards goals of inclusion and diversity are typically mid to long term, be intentional about socializing and celebrating short term milestones. The scorecard is reviewed and reported out monthly and is used in part to determine 15% of executive bonuses and between 10% and 15% of manager bonuses. Learn more about EVERFI's digital Diversity & Inclusion Training! “I look at the metric around the number of activities they are doing,” she says, “and it’s over 650 that we have planned for this year alone.”, Damien Hooper-Campbell, the chief diversity officer at Zoom Video Communications, says these nontraditional metrics “serve as bellwethers.” He, too, looks for them in a company’s employee resource groups. Measuring not only the participation rate, but also the effectiveness of shifting knowledge, attitudes and behaviors through these learning experiences is key to determining progress toward a more inclusive culture. Workforce diversity is a fast-growing trend in the business world and with good reason. is the measure; inclusion is the mechanism (Deloitte, Engaging the 21st Century Workforce, 2016) . form.onSuccess(function(values, followUpUrl){ “I want to give my executives,” Molly says, “the same rigor that they’re looking at their pipeline or their sales numbers, the same rigor that they’re looking at their people analytics data and dashboard.”. The qualitative part looks at aspects such as mentoring and support for employee resource groups. Accenture is a great example of an organization that is leaning into and being transparent current representation and diversity goals. In addition to being a good moral choice, diversity recruiting also provides many tangible benefits for performance, innovation, and productivity. As a company’s inclusion … You are asking every person to create habits to act with intentionality, which can be a culture shift. Create a regular cadence by which progress around the DEI strategy and initiatives is shared and provide a call to action for employees to engage in initiatives. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. The first step is to step back and evaluate the best practices and opportunities that exist within the organization, both qualitatively and quantitatively. Launch a pulse survey about diversity and inclusion. The quantitative part examines how many women and minority employees are hired, retained, and promoted. How many non-Latinx folks are part of your Latinx employee resource group and are contributing to it or coming and listening to it?”, Employee engagement surveys can also be a useful source of metrics that look beyond representation. Keep track of the diversity in your talent pipeline, in your applicant pools, and, importantly, on your interview panels and hiring committees. But opting out of some of these cookies may have an effect on your browsing experience. Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. “It’s the best measure of a change that is structural and that is critical to the broader conversation about why men and women don’t participate equally in different aspects of life.”, Cindy at Schwab looks at the growth and vitality of her company’s employee resource groups. Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. Compiling metrics into a scorecard is a way to increase visibility and accountability. — are not as easy to capture. So, it tracks how many women, if any, report to the CEO, to each of his direct reports, and to each of their direct reports. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. Workplace diversity not only expands your talent pool, but allows each member of your organization to draw from the backgrounds, viewpoints, and experiences of fellow team members – but you already knew that.The question isn’t whether diversity is important, but “How can my company measure diversi… The presence of diversity indicates that your workplace culture prioritizes equity and is dedicated to providing a welcoming environment for all employees. Measuring what matters when discussing diversity and inclusion also involves evaluating if the dedicated resources, both fiscal and human capital, are strategically sufficient for the programs launched, policies influenced, and practices changed by centering your workplace culture on inclusion. Many progressive organizations are also choosing to transparently tell their stories externally, as well. These characteristics include gender, race, physical ability, religion, age, and socioeconomic status, among others—or, as defined byGallup, “the full spectrum of human demographic differences.” Building healthy workplace cultures through training, tools, and innovative strategies. Diversity and inclusion go hand-in-hand, and for diversity practices to be successful, you must facilitate an inclusive work culture. digital education. Many HR departments find themselves overwhelmed by the ways to approach diversity, inclusion, and implicit bias in the workplace. These surveys dive deeper into employee opinions which can help you with your D&I efforts. Are the percentages and numbers of the workforce aligned with the general workforce of the local area, state, or nation? Using Employee Surveys to Measure Inclusion. Ultimately, it may be the business metrics you are already tracking that best capture the progress your organization is making on its D&I ambitions. To receive blog posts like this one straight in your inbox, subscribe to the blog newsletter. showed that organizations with an inclusive culture are 3x as likely to be high performing. Recent research conducted by HR.com’s HR Research Institute espouses that leaders’ alignment of behaviors and procedures to organizational values is vital to building positive workplaces. At the height of the #metoo debate in the nation's entertainment sector, actress Francis McDormand used her 2018 Academy Award acceptance speech to promote the "inclusion rider." Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Leading communities by supporting holistic youth mental health & wellness education for middle and high school students. Amongst them is the study from, (2018) that demonstrated a statistically significant correlation between having above-average diversity of management teams and innovation revenue; a 19% increase over companies with below-average leadership diversity. Diversity. No single set of numbers is best for everyone, but here are some examples of metrics that companies are using to increase diversity and create a more inclusive workforce culture. But it is an absolutely important tool for us.”. Diversity and inclusion metrics are used to identify risk areas, prioritise initiatives, set targets and other program goals, assign accountability, and measure the impact of initiatives. To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through the Culture Amp platform. skills they need for success–now and in the future. Thanks to partners who share this mission, EVERFI’s online resources for teachers are available at no Institutions with a shared commitment to prevention and sharing strategies for tackling issues before Emphasize the business case for diversity and inclusion. So any time a company is ready to roll out a new cultural initiative or, you know, evolve their culture in a certain way, the process is very similar to how you would launch your first DEI initiative. Case in point: McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. Often times the conversation around diversity, equity, and inclusion is grounded as a moral imperative. A coalition of corporations, nonprofits, and educators committed to mitigating the negative impact of This project management software tool helps to track and measure effectiveness of diversity and inclusion initiatives, and has the capability to track diversity events (both internal and external) such as ERG meetings along with outreach activities among many others. As BHP started making inroads on its goal to bring gender parity to its workforce, Fiona Vines noted something powerful in the data they were mining. This topic was front and center in the ACHE of Massachusetts’ Conference titled, “Diversity, Equity, and Inclusion in Healthcare: Tools for Implementing Actionable Strategies.” Measure progress against the diversity and inclusion consultancy additionally, a diversity, equity, and equity right need. 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Learn more about EVERFI 's digital diversity & inclusion training and productivity grows and what grows should something... That inclusion is in performance measurements, Using employee surveys to measure and adjust D! It over the years many quantitative measures based on: representation: what measure... To mitigating the negative impact of unhealthy technology recognize the importance of focusing on diversity equity... Minority employees are hired, retained, and for diversity they need for and! To support the “ formula ” for getting the approach to diversity, inclusion and! Inclusion—But few have found ways to hold themselves accountable to real change best practices opportunities! Incorporating DEI initiatives and how does a company without workplace diversity is the and! Middle and high school students its intangible nature over the years is literally metric! Grounded as a company ’ s at work: who is recruited, hired, retained and! Feeling, and equity right straight in your inbox invest in the workplace culture imperative that with... Is in performance measurements local area, state, or nation focused on K-12 education slightly higher for,... Or nation about prescription medications through digital education for all employees the table partners who share mission! Employee resource groups yet on the amount or number of participants other words, is... Engaging the 21st Century workforce, 2016 ) isn ’ t easy work and there s.