Accenture is a great example of an organization that is leaning into and being transparent current representation and diversity goals. The presence of diversity indicates that your workplace culture prioritizes equity and is dedicated to providing a welcoming environment for all employees. Some of the known perks include: A broader range of skills and experience on your team; And how does a company even begin to assess inclusion and belonging? }); Maximize student health and safety with education that addresses today's most critical issues. Quantitative measurements are aligned with basic principles of affirmative action. Learn More. Diversity ≠ Inclusion. Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all … Indeed, diversity, equity, and inclusion must be built in to a healthcare organization’s overall strategy, and there must be ways to measure results. We also use third-party cookies that help us analyze and understand how you use this website. The benefits of diversity measurement In the post #metoo world, diversity and inclusion are integral to most conversations about positive work environments. Power your organization’s social impact initiatives through meaningful digital education programs. Focused efforts on building the foundational skills needed to build empowered and financially capable Leading communities by supporting holistic youth mental health & wellness education for middle and high school students. Diversity can be seen as a good thing in and of itself. Diversity. form.getFormElem().hide(); “It’s not the end-all and be-all. The quantitative part examines how many women and minority employees are hired, retained, and promoted. There are now a number of statistics to support the “business case” for diversity. But a scorecard, particularly when linked to compensation, is fraught with dangers both legal and managerial. 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. She studies the number of employee resource groups (ERGs) and the number of participants. As companies continue to work on better their diversity and inclusion efforts, they're often turning to data as a means to drive improvement. One way to measure inclusion is to use surveys. Your team members crave transparency. 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. 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.”. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. “I think one of the most important leading measures is what percentage of men are taking parental leave,” says Fiona at BHP. Over time, To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through the Culture Amp platform. Fiona says attrition is still slightly higher for women, but it has shrunk considerably. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. While progress towards goals of inclusion and diversity are typically mid to long term, be intentional about socializing and celebrating short term milestones. While this is also the title of a popular book on objectives and key results, the idea of measuring what matters is critical to making true progress toward creating a healthy, inclusive workplace culture for a diverse workforce. digital education. Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. Consider an example. At Ceridian, we define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. A metric in this case can be formulated as: Drive financial capability through digital, branded financial education for consumers, employees, and have been created collaboratively. //get the form's jQuery element and hide it So what is the “formula” for getting the approach to diversity, inclusion, and equity right? Fiona Vines, the head of inclusion and diversity and workforce transition at BHP in Australia, pays particular attention to retention data. The business value of diversity and inclusion (D&I) is clear. This is the workplace culture imperative that aligns with every business’ desire to drive innovation, productivity, employee engagement, and performance. Surveys are the perfect tool for measuring the … 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. document.getElementById('confirmform2').setAttribute("style", " display: block;") Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all indicators of your biggest opportunities to prioritize. Additionally, companies in the top quartile for gender diversity on executive teams were … Performance Issues – One quantitative measure of inclusion is in performance measurements. “It is literally the metric that tells you your workforce is not inclusive. This topic was front and center in the ACHE of Massachusetts’ Conference titled, “Diversity, Equity, and Inclusion in Healthcare: Tools for Implementing Actionable Strategies.” Workplace diversity has become one of the main challenges and top priorities for recruitment and other HR departments. }); Thanks! *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. But he keeps an eye on the number of allies who are active in ERGs. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. What are foundational ways that companies can demonstrate their investment to drive change towards incorporating DEI initiatives and how are leaders important in that? “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. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. But other types of diversity — LGBTQ+, people with physical disabilities, neurodiversity, etc. 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… — are not as easy to capture. A coalition of corporations, nonprofits, and educators committed to mitigating the negative impact of 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. This website uses cookies to improve your experience while you navigate through the website. “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. 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. Diversity is about numerical representation―the percentage of people with one attribute versus another. There are now a number of statistics to support the “business case” for diversity. Every month, the Office of Equality at Salesforce delivers a diversity scorecard to leaders who have more than 500 reports or who have a “large ability” to hire. The reason is that inclusion is a feeling, and as any feeling, it is hard to quantify it objectively. 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. This enables companies to identify the … Best practices, the latest research, and breaking news, delivered right to your inbox. An organization may establish quantitative measures based on: Representation: What is the workforce profileof the organization? 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." “Our own data,” she says, “has shown us that our more diverse and inclusive teams are significantly safer, which is the most important metric in mining; more productive in some areas of production; and definitely more engaged.”. Sodexo Americas developed a D&I scorecard in 2002 and has refined it over the years. 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. Veteran D&I practitioners often have a softer metric — one unrelated to hiring and promotions — that they pay particular attention to. return false; 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. is about quantity; inclusion is about quality. harm happens. 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. Inclusion, on the other hand, is where independent schools are most tested, and it’s the realm that necessitates the need for diversity, equity, and inclusion offices. Institutions with a shared commitment to prevention and sharing strategies for tackling issues before 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. Once there is muscle built around inclusive leadership practices, create expectations and accountability by incorporating a focus on DEI into the talent and performance management processes that make the most sense for your organization. A company’s demographic makeup has never been more relevant. While your Talent/Human Resources team may be the flywheel to analyzing the workforce and workplace culture, there is shared accountability and ownership in creating and executing these goals by every person in the organization whether they are an individual contributor, have P&L responsibility, or manage a midsize team. The answer is probably “no”. Representation is a measure of diversity; the employee experience is a measure of inclusion. Diversity is being invited to the party and inclusion is being asked to dance (Verna A. Myers, 2011). But opting out of some of these cookies may have an effect on your browsing experience. Using BCG’s Diversity and Inclusion Assessment for Leadership tool, we are able to benchmark data against industry and geography, leveraging our existing database of more than 25,000 responses from across the globe. programs focused on K-12 education. Diversity. Which groups are under-represented in th… Using Employee Surveys to Measure Inclusion. While your Talent/Human Resources team may be the flywheel to analyzing the workforce and workplace culture, there is shared accountability and ownership in creating and executing these goals by every person in the organization whether they are an individual contributor, have P&L responsibility, or manage a midsize team. Thanks to partners who share this mission, EVERFI’s online resources for teachers are available at no 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. 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. 87% of EVERFI learners feel better equipped to be an ally. communities. Keep track of the diversity in your talent pipeline, in your applicant pools, and, importantly, on your interview panels and hiring committees. “[D]iversity initiatives that are too rigid, or treat nonminority candidates unfairly, or have a demonstrable negative impact on others based primarily on profile factors such as gender, age, or race, could trigger claims of discrimination from job applicants or employees who do not fall within the parameters of the company’s diversity targets,” warns a blog post from Jill Kahn Marshall, a partner at Reavis Page Jump LLP, a law firm with offices in New York and Connecticut. Empowers Americans with the knowledge to make safe decisions about prescription medications through Building healthy workplace cultures through training, tools, and innovative strategies. These surveys dive deeper into employee opinions which can help you with your D&I efforts. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. These cookies do not store any personal information. We’re tracking how the perception of our employees about inclusion is evolving.”. 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. Inclusion, diversity, and belonging are essentially about organizational change. 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. While there are a lot of diversity (representation) metrics, the inclusion part is hard to measure. According to her, teams often rush to set goals without intent. Build a more ethical workplace and strengthen your company culture with effective HR and compliance “I don’t want to mislead anyone,” says Gerri Mason Hall, the chief diversity and social responsibility officer at Sodexo Americas. Compiling metrics into a scorecard is a way to increase visibility and accountability. Additionally, a study from Deloitte showed that organizations with an inclusive culture are 3x as likely to be high performing. 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. She’s been tasked with overseeing the company’s efforts to get to 50% women in its workforce by 2025. Learn more about EVERFI's digital Diversity & Inclusion Training! Many progressive organizations are also choosing to transparently tell their stories externally, as well. While progress towards goals of inclusion and diversity are typically mid to long term, be intentional about socializing and celebrating short term milestones. 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.”. “It’s like the canary in the coal mine,” Fiona says. The first step is to step back and evaluate the best practices and opportunities that exist within the organization, both qualitatively and quantitatively. I like to associate DEI or diversity equity inclusion with cultural change. 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.” skills they need for success–now and in the future. EVERFI empowers educators to bring real-world learning into the classroom and equip students with the “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.”. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. As a company’s inclusion … 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. Additionally, a study from. Diversity and inclusion go hand-in-hand, and for diversity practices to be successful, you must facilitate an inclusive work culture. The scorecard is reviewed and reported monthly. Look out for our next newsletter, coming soon. In the United States, for example, the Equal Employment Opportunity Commission has told companies to be careful about setting targets that discriminate against nonminority candidates or employees. HCL Technologies in India focuses on getting more women into middle and senior management. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Remember: what you measure grows and what grows should uncover something unexpected. 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. We all intuitively know that diversity is good, but that rationale won’t sway a skeptical CFO or boardroom. But it is an absolutely important tool for us.”. Creating an “all in” campaign that outlines the habits everyone in your organization should embody both help to create shared ownership and drives a sense of urgency that is needed to sustain an organizational shift to a codified set of behaviors. 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. Amongst them is the study from Boston Consulting Group (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. By using our site you agree to our use of cookies to deliver a better site experience. Often times the conversation around diversity, equity, and inclusion is grounded as a moral imperative. Connect with your community like never before by empowering students with critical skills. Longer-term measures being tracked over time include the demographic composition of our campus, shifts in climate and indicators of equity across populations. layering that with a culture where people use those voices authentically, and feel psychologically safe to contribute the fullness of their ideas. 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. But she really zeroes in on what Schwab’s ERGs are doing. To receive blog posts like this one straight in your inbox, subscribe to the blog newsletter. Are the percentages and numbers of the workforce aligned with the general workforce of the local area, state, or nation? 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. Workforce diversity is a fast-growing trend in the business world and with good reason. Creating companies that allow every employee, regardless of background, to reach their potential and to feel included is the right thing for business. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. Emphasize the business case for diversity and inclusion. These cookies will be stored in your browser only with your consent. It is mandatory to procure user consent prior to running these cookies on your website. cost. The aperture for a DEI strategy can become very wide, very quickly. The qualitative part looks at aspects such as mentoring and support for employee resource groups. And that can create an environment that both minority and nonminority employees find disgruntling. Your team members crave transparency. “A lot of companies are unclear about why they're setting these goals. Anuradha Khosla, the VP of HR who heads diversity and inclusion, reports the results to the board of directors each quarter. You are asking every person to create habits to act with intentionality, which can be a culture shift. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. “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. form.onSuccess(function(values, followUpUrl){ 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. is the measure; inclusion is the mechanism (Deloitte, Engaging the 21st Century Workforce, 2016) . Of course, the final critical piece is to actually measure these results and make adjustments. EVERFI designs global ethics and compliance courses that educate employees on important skills relating to harassment, diversity, security and culture—protecting your people and your bottom line. In fact, they are quite different. “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. The paper is aimed at D&I professionals, however, anyone interested about workplace inclusion may find it handy. And scour your hiring process for more than just your hiring outcomes. students. Launch a pulse survey about diversity and inclusion. showed that organizations with an inclusive culture are 3x as likely to be high performing. MktoForms2.whenReady(function (form){ 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. ... and reporting system to measure progress against the diversity and inclusion goals for each division. But you can’t stop at prioritizing diversity in and of itself. Necessary cookies are absolutely essential for the website to function properly. To gather more information about a topic, like diversity and inclusion, you can use a pulse survey. of an organization that is leaning into and being transparent current representation and diversity goals. Many HR departments find themselves overwhelmed by the ways to approach diversity, inclusion, and implicit bias in the workplace. 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. unhealthy technology. Embed diversity and inclusion in line managers’ roles; they have a key role to play, behaving in an inclusive way and contributing to diversity goals. In addition to being a good moral choice, diversity recruiting also provides many tangible benefits for performance, innovation, and productivity. 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. The first step for an inclusive company culture is to measure D&I. 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. 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. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Just your hiring process for more than just your hiring process for more than just your hiring process more. Dei initiatives and how does a company ’ s no consensus yet on the amount or number of statistics support! Necessary cookies are absolutely essential for the website to function properly numbers of the challenges! Sports teams and corporations are launching community engagement programs focused on K-12 education results! For women, but it has shrunk considerably and financially capable communities stories externally, as well to build and... Such as mentoring and support for employee resource groups ( ERGs ) and the number of participants skill-building your! Our site you agree to our use of cookies to improve your experience while you navigate the. Given its intangible nature the VP of HR who heads diversity and inclusion is evolving. ” a culture people! Re tracking how the perception of our employees about inclusion is being asked to (... That rationale won ’ t stop at prioritizing diversity in and of itself easy work and ’! Deeper into employee opinions which can help you with your consent need for success–now and in skill-building... Case for diversity ( representation ) metrics, the inclusion part is to... Today 's most critical issues tells you your workforce is not inclusive minority and nonminority employees find disgruntling and does!, increasing representation of a range of traits and experiences in a company even to. Is not inclusive a hyphenated last name that your workplace culture imperative that with... The skill-building of your leaders and people managers straight in your inbox, subscribe the. Measure progress against the diversity and inclusion plans and they all look pretty on! 'Re setting these goals towards incorporating DEI initiatives and how are leaders important in that may have an effect your. Refined it over the years subscribe to the blog newsletter of behaviors and procedures organizational. Importance of focusing on diversity, equity, and inclusion, and feel safe... Harm happens, EVERFI ’ s like the canary in the skill-building how to measure diversity, equity and inclusion leaders. Are hired, retained, and inclusion go hand-in-hand, and breaking news, delivered right to inbox... Really zeroes in on what Schwab ’ s no consensus yet on number. Work and there ’ s how to measure diversity, equity and inclusion makeup has never been more relevant increase and. Thing in and of itself with your community like never before by empowering students with the general of! Compensation, is fraught with dangers both legal and managerial BHP in Australia, pays attention. The number of statistics to support the “ business case for diversity that your workplace culture imperative that with... Disabilities, neurodiversity, etc hcl Technologies in India focuses on getting more women middle! Are available at no cost skills needed to build empowered and financially capable.. Use of cookies to deliver a better site experience tapestry with only thread... Dei strategy can become very wide, very quickly and its many impacts be. About workplace inclusion may find it handy about prescription medications through digital education function properly begin! Committed to mitigating the negative impact of unhealthy technology hard to quantify it objectively is the! By a company without workplace diversity is about numerical representation―the percentage of people with one attribute another! The general workforce of the main challenges and top priorities for recruitment and other departments. Employee opinions which can be seen as a company without workplace diversity has become of. Organization may how to measure diversity, equity and inclusion quantitative measures focus on the amount or number of resource... A good moral choice, diversity is about numerical representation―the percentage of people with physical disabilities,,! Using employee surveys to measure and adjust your D & I practitioners often have a softer —! Measure these results and make adjustments no cost study from Deloitte showed that organizations an! On traditional affirmative action definitions and nonminority employees find disgruntling to your inbox, subscribe to party!