Diversity can be seen as a good thing in and of itself. //get the form's jQuery element and hide it 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. 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. 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. Empowers Americans with the knowledge to make safe decisions about prescription medications through “I don’t want to mislead anyone,” says Gerri Mason Hall, the chief diversity and social responsibility officer at Sodexo Americas. cost. “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. 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. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. Drive financial capability through digital, branded financial education for consumers, employees, and This category only includes cookies that ensures basic functionalities and security features of the website. As companies continue to work on better their diversity and inclusion efforts, they're often turning to data as a means to drive improvement. 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. 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 aperture for a DEI strategy can become very wide, very quickly. MktoForms2.whenReady(function (form){ Compiling metrics into a scorecard is a way to increase visibility and accountability. There are now a number of statistics to support the “business case” for diversity. We all intuitively know that diversity is good, but that rationale won’t sway a skeptical CFO or boardroom. Diversity and inclusion include company’s mission, efforts and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage.. Accenture is a great example of an organization that is leaning into and being transparent current representation and diversity goals. training. 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. So what is the “formula” for getting the approach to diversity, inclusion, and equity right? EVERFI empowers educators to bring real-world learning into the classroom and equip students with the 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. Focused efforts on building the foundational skills needed to build empowered and financially capable Diversity is about numerical representation―the percentage of people with one attribute versus another. Diversity. unhealthy technology. Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all indicators of your biggest opportunities to prioritize. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. 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. 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. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. An organization may establish quantitative measures based on: Representation: What is the workforce profileof the organization? 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. There are now a number of statistics to support the “business case” for diversity. }); 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.”. Indeed, diversity, equity, and inclusion must be built in to a healthcare organization’s overall strategy, and there must be ways to measure results. 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. “It’s like the canary in the coal mine,” Fiona says. 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. But a scorecard, particularly when linked to compensation, is fraught with dangers both legal and managerial. 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. 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. The first step for an inclusive company culture is to measure D&I. The aperture for a DEI strategy can become very wide, very quickly. You also have the option to opt-out of these cookies. “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. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. Creating companies that allow every employee, regardless of background, to reach their potential and to feel included is the right thing for business. At Ceridian, we define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. Benchmarking against the industry, assessing gaps in representation, advancement, attrition rates, and pay are all … A metric in this case can be formulated as: Keep track of the diversity in your talent pipeline, in your applicant pools, and, importantly, on your interview panels and hiring committees. Gathering information around certain types of diversity — gender, race, age — is usually pretty straightforward (and in many cases even legally required). However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Make sure your company looks not only at hiring, retention, and promotion numbers but at how managers mentor, sponsor, and otherwise develop diverse talent. — are not as easy to capture. 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.” have been created collaboratively. 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." Veteran D&I practitioners often have a softer metric — one unrelated to hiring and promotions — that they pay particular attention to. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. In fact, they are quite different. 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. 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.”. Over time, Look out for our next newsletter, coming soon. Necessary cookies are absolutely essential for the website to function properly. 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. Workplace diversity has become one of the main challenges and top priorities for recruitment and other HR departments. 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. 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. form.getFormElem().hide(); 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. 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. 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. 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. This isn’t easy work and there’s no consensus yet on the absolute best approach. 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. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. A company’s demographic makeup has never been more relevant. And that can create an environment that both minority and nonminority employees find disgruntling. These cookies do not store any personal information. 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. Additionally, companies in the top quartile for gender diversity on executive teams were … This is the workplace culture imperative that aligns with every business’ desire to drive innovation, productivity, employee engagement, and performance. “It’s not the end-all and be-all. Key questions when putting your organization under a magnifying glass are: 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. This website uses cookies to improve your experience while you navigate through the website. “I think one of the most important leading measures is what percentage of men are taking parental leave,” says Fiona at BHP. communities. students. *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. Which groups are under-represented in th… Your team members crave transparency. But other types of diversity — LGBTQ+, people with physical disabilities, neurodiversity, etc. “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. 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. What are foundational ways that companies can demonstrate their investment to drive change towards incorporating DEI initiatives and how are leaders important in that? And how does a company even begin to assess inclusion and belonging? Of course, the final critical piece is to actually measure these results and make adjustments. harm happens. Often times the conversation around diversity, equity, and inclusion is grounded as a moral imperative. 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. Fiona Vines, the head of inclusion and diversity and workforce transition at BHP in Australia, pays particular attention to retention data. 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. Many progressive organizations are also choosing to transparently tell their stories externally, as well. The paper is aimed at D&I professionals, however, anyone interested about workplace inclusion may find it handy. Many HR departments find themselves overwhelmed by the ways to approach diversity, inclusion, and implicit bias in the workplace. espouses that leaders’ alignment of behaviors and procedures to organizational values is vital to building positive workplaces. Connect with your community like never before by empowering students with critical skills. 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. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Anuradha Khosla, the VP of HR who heads diversity and inclusion, reports the results to the board of directors each quarter. Sodexo Americas developed a D&I scorecard in 2002 and has refined it over the years. Diversity is being invited to the party and inclusion is being asked to dance (Verna A. Myers, 2011). Surveys are the perfect tool for measuring the … 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. digital education. 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. is about quantity; inclusion is about quality. Leading communities by supporting holistic youth mental health & wellness education for middle and high school students. 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. layering that with a culture where people use those voices authentically, and feel psychologically safe to contribute the fullness of their ideas. Launch a pulse survey about diversity and inclusion. “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. Diversity ≠ Inclusion. 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. She’s been tasked with overseeing the company’s efforts to get to 50% women in its workforce by 2025. 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. The benefits of diversity measurement In the post #metoo world, diversity and inclusion are integral to most conversations about positive work environments. Workforce diversity is a fast-growing trend in the business world and with good reason. 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. BHP was at 17% when Fiona arrived in 2016, so she started looking at the attrition rate of women vs. the rate for men. 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. “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.”. 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. document.getElementById('confirmform2').setAttribute("style", " display: block;") While progress towards goals of inclusion and diversity are typically mid to long term, be intentional about socializing and celebrating short term milestones. 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. Diversity. We’re tracking how the perception of our employees about inclusion is evolving.”. Representation is a measure of diversity; the employee experience is a measure of inclusion. 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. HCL Technologies in India focuses on getting more women into middle and senior management. The quantitative part examines how many women and minority employees are hired, retained, and promoted. The presence of diversity indicates that your workplace culture prioritizes equity and is dedicated to providing a welcoming environment for all employees. Quantitative measurements are aligned with basic principles of affirmative action. The answer is probably “no”. showed that organizations with an inclusive culture are 3x as likely to be high performing. Performance Issues – One quantitative measure of inclusion is in performance measurements. skills they need for success–now and in the future. Fiona says attrition is still slightly higher for women, but it has shrunk considerably. Thanks to partners who share this mission, EVERFI’s online resources for teachers are available at no 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. Maximize student health and safety with education that addresses today's most critical issues. I like to associate DEI or diversity equity inclusion with cultural change. To receive blog posts like this one straight in your inbox, subscribe to the blog newsletter. See how athletes, entertainers, sports teams and corporations are launching community engagement Best practices, the latest research, and breaking news, delivered right to your inbox. Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. Using Employee Surveys to Measure Inclusion. programs focused on K-12 education. This topic was front and center in the ACHE of Massachusetts’ Conference titled, “Diversity, Equity, and Inclusion in Healthcare: Tools for Implementing Actionable Strategies.” “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. Additionally, a study from Deloitte showed that organizations with an inclusive culture are 3x as likely to be high performing. Taken together, these data points underscore the importance of focusing on diversity, increasing representation of the voices that are at the table. is the measure; inclusion is the mechanism (Deloitte, Engaging the 21st Century Workforce, 2016) . Inclusion is more subtle and complex. But he keeps an eye on the number of allies who are active in ERGs. Inclusion, diversity, and belonging are essentially about organizational change. 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. Consider an example. One way to measure inclusion is to use surveys. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. Learn More. //Add an onSuccess handler And scour your hiring process for more than just your hiring outcomes. 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. 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. Emphasize the business case for diversity and inclusion. It is mandatory to procure user consent prior to running these cookies on your website. When you have members of a minority group who are leaving at a higher rate, that’s telling you something is wrong, and it helps steer you to where the problems are.