And how does a company even begin to assess inclusion and belonging? Building healthy workplace cultures through training, tools, and innovative strategies. Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all indicators of your biggest opportunities to prioritize. Learn More. According to her, teams often rush to set goals without intent. The reason is that inclusion is a feeling, and as any feeling, it is hard to quantify it objectively. While progress towards goals of inclusion and diversity are typically mid to long term, be intentional about socializing and celebrating short term milestones. “It’s like the canary in the coal mine,” Fiona says. 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. The business value of diversity and inclusion (D&I) is clear. Compiling metrics into a scorecard is a way to increase visibility and accountability. 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. 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. 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. The first step for an inclusive company culture is to measure D&I. The qualitative part looks at aspects such as mentoring and support for employee resource groups. But a scorecard, particularly when linked to compensation, is fraught with dangers both legal and managerial. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. 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. She’s been tasked with overseeing the company’s efforts to get to 50% women in its workforce by 2025. training. There are now a number of statistics to support the “business case” for 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. We also use third-party cookies that help us analyze and understand how you use this website. Taken together, these data points underscore the importance of focusing on diversity, increasing representation of the voices that are at the table. But other types of diversity — LGBTQ+, people with physical disabilities, neurodiversity, etc. 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. 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. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. 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. 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. 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. 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. Consider an example. “I don’t want to mislead anyone,” says Gerri Mason Hall, the chief diversity and social responsibility officer at Sodexo Americas. Drive financial capability through digital, branded financial education for consumers, employees, and This isn’t easy work and there’s no consensus yet on the absolute best approach. 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. In fact, they are quite different. 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. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. As a company’s inclusion … Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: Many companies now track workforce composition by gender, race, and age. The aperture for a DEI strategy can become very wide, very quickly. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. Your team members crave transparency. 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. So what is the “formula” for getting the approach to diversity, inclusion, and equity right? document.getElementById('confirmform2').setAttribute("style", " display: block;") 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. 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. 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. The U-M Office of Diversity, Equity and Inclusion (ODEI) leads and provides primary support for evaluation and assessment of the U-M DEI Strategic Plan implementation. But opting out of some of these cookies may have an effect on your browsing experience. Learn more about EVERFI's digital Diversity & Inclusion Training! Employees want to know things: how leadership plans to measure and prioritize diversity, equity and inclusion, how they compare to other companies in their sector or industry, and what tools they can be using to be even better. Your team members crave transparency. To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through the Culture Amp platform. “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. }); An organization may establish quantitative measures based on: Representation: What is the workforce profileof the organization? unhealthy technology. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. This is the workplace culture imperative that aligns with every business’ desire to drive innovation, productivity, employee engagement, and performance. 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. Look out for our next newsletter, coming soon. But he keeps an eye on the number of allies who are active in ERGs. skills they need for success–now and in the future. communities. Keep track of the diversity in your talent pipeline, in your applicant pools, and, importantly, on your interview panels and hiring committees. “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. One way to measure inclusion is to use surveys. Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. //Add an onSuccess handler Fiona Vines, the head of inclusion and diversity and workforce transition at BHP in Australia, pays particular attention to retention data. Additionally, a study from Deloitte showed that organizations with an inclusive culture are 3x as likely to be high performing. Are the percentages and numbers of the workforce aligned with the general workforce of the local area, state, or nation? Additionally, companies in the top quartile for gender diversity on executive teams were … Necessary cookies are absolutely essential for the website to function properly. 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. While there are a lot of diversity (representation) metrics, the inclusion part is hard to measure. Remember: what you measure grows and what grows should uncover something unexpected. Diversity can be seen as a good thing in and of itself. Diversity and inclusion go hand-in-hand, and for diversity practices to be successful, you must facilitate an inclusive work culture. 87% of EVERFI learners feel better equipped to be an ally. 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. 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. “It is literally the metric that tells you your workforce is not inclusive. And that can create an environment that both minority and nonminority employees find disgruntling. 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. return false; The presence of diversity indicates that your workplace culture prioritizes equity and is dedicated to providing a welcoming environment for all employees. 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. It is mandatory to procure user consent prior to running these cookies on your website. Many HR departments find themselves overwhelmed by the ways to approach diversity, inclusion, and implicit bias in the workplace. The aperture for a DEI strategy can become very wide, very quickly. Gathering information around certain types of diversity — gender, race, age — is usually pretty straightforward (and in many cases even legally required). layering that with a culture where people use those voices authentically, and feel psychologically safe to contribute the fullness of their ideas. “It’s not the end-all and be-all. This is the workplace culture imperative that aligns with every business’ desire to drive innovation, productivity, employee engagement, and performance. Additionally, a study from. Over time, harm happens. 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. Diversity. But she really zeroes in on what Schwab’s ERGs are doing. 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. is about quantity; inclusion is about quality. There are now a number of statistics to support the “business case” for diversity. 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… A coalition of corporations, nonprofits, and educators committed to mitigating the negative impact of *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. And scour your hiring process for more than just your hiring outcomes. The first step is to step back and evaluate the best practices and opportunities that exist within the organization, both qualitatively and quantitatively. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. “I think one of the most important leading measures is what percentage of men are taking parental leave,” says Fiona at BHP. Diversity. showed that organizations with an inclusive culture are 3x as likely to be high performing. 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. Best practices, the latest research, and breaking news, delivered right to your inbox. Empowers Americans with the knowledge to make safe decisions about prescription medications through 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. Of course, the final critical piece is to actually measure these results and make adjustments. “If you have a women’s employee resource group,” Damien says, “do you have any men who are part of it? Maximize student health and safety with education that addresses today's most critical issues. 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. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. Anuradha Khosla, the VP of HR who heads diversity and inclusion, reports the results to the board of directors each quarter. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. The scorecard is reviewed and reported monthly. Institutions with a shared commitment to prevention and sharing strategies for tackling issues before 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. “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. 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