While workplace diversity metrics are well-known and readily available to D&I practitioners, the concept of measuring workplace inclusion is relatively new and is rarely described in organizational literature. While getting a diverse range of employee identities and backgrounds in the door is crucial to this work, people will not stick around long if they don’t feel a strong sense of belonging—a deeper connection with others developed by sharing your authentic self and receiving acceptance in return. When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. Measure changes in supplier diversity. Diversity is about numerical representation―the percentage of people with one attribute versus another. Metrics and statistics can be clear measures of success in workplace diversity initiatives. One of the most challenging aspects of diversity and inclusion (D&I) is quantifying the value of a program or training that has been implemented in the workplace. Measure how inclusive your organization is. 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. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. We will continue to: make sure staff are recruited in a way that avoids discrimination A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. Establish a sense of belonging for everyone. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. Coming up with diversity KPIs is relatively simple. For example, measuring gender diversity for software engineering roles or leadership positions offers greater insight into risk areas and opportunities. Potential and current employees won’t be tricked into thinking that a company is further along than it is in its diversity efforts just because the data isn’t readily available. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. For each individual to bring their best self forward, a … Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. … Configure the percentages of diversity in the workplace. Opinions expressed by Forbes Contributors are their own. Instruct your buyers to make an effort to consider minority-owned businesses as vendors and measure the change in the numbers for the following year. Share; 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. Step 3. When seeking leadership buy-in for your diversity program, it is imperative to figure out how to measure the value that your program can provide to the organization. Now we explore some potential solutions to these diversity challenges in the workplace: 1. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. 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.” Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. The Diversity & Inclusion Survey is research-backed, so you can understand the experience of everyone in your company. Of course, the final critical piece is to actually measure these results and make adjustments. A diversity audit can indicate gaps in business strategy (Kreitz 2008). But at the same time, the ability to approach this work with an analytical lens and deeply understand associated metrics is crucial both in understanding where we are and where we want to go, as well as in getting support and resources from company leadership. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. But that doesn’t give the full picture, since a woman of color, for example, might be paid equitably in her current role, but be pushed against a glass ceiling that keeps her from advancing in her career. All Rights Reserved, This is a BETA experience. You can break down your workforce by gender, race, geography, etc. But for companies that are just beginning their inclusion and diversity journey, where should they start? Consider an example. Building for Change: How To Measure Success for Workplace Inclusion and Diversity. Inclusion, diversity, and belonging are essentially about organizational change. It takes time and a commitment to celebrate diversity. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. As employers m… Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. Successful strategies involve a high degree of empathy and intuition. Looking at the difference in reported sense of belonging between different identity combinations—such as ethnicity, gender identity, age, disability and sexual orientation—can reveal some inconsistencies in employee experience that can then be intentionally addressed. There are several tools a company can use to measure diversity readiness in the workplace. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. It encourages staff loyalty and shows commitment to good business ethics. Step 2. As opposed to simply … We will continue to: make sure staff are recruited in a way that avoids discrimination EY & Citi On The Importance Of Resilience And Innovation, Impact 50: Investors Seeking Profit — And Pushing For Change. Business thought leaders have preached the importance of workplace diversity for decades. But the topic of diversity goes beyond just business results and performance. The way to measure diversity is as a percentage of headcount. Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. Joanna Abeyie. This will give you some insight into the diverse values of your workforce. Inclusion is more subtle and complex. We measure our performance and share our findings in reports, most recently Equality in our Workforce. Companies can effectively measure belonging by surveying employees–either through questions added on to existing employee surveys, or as standalone surveys. A staff survey can also be a useful tool in assessing how staff feel about equality and diversity in the workplace. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. For this reason, it is crucial to measure pay equity and promotion velocity broken down by gender and ethnicity in order to ensure an equitable workplace. Add up how many of each work group you have. If you want to determine how effective you are being in achieving diversity in your business, you need some tools to quantify that achievement. Use demographic customization and heatmaps to highlight disparities between groups. Leaders that care about driving diversity should of course spend a lot of time on qualitative learning and emotional skills. Observe your employees by frequent visits to each department. Is everyone ‘all in’? Analyze suppliers and vendors to determine how many are minority owned. I was recognized in the Puget Sound Business Journal 40 Under 40, the Inman 33 People Changing the Real Estate Industry and the Female Founders Alliance Champion Awards. A variety of different measures of diversity are used and advocated by different parties. As an employer, you must engage in fair employment practices. how to best monitor and measure if the policy and plan are working as intended, and record those results ; how to work out if the policy is effective and what needs to change; who will put the policy and plan into practice and by when; Check equality, diversity and inclusion in your workplace. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. Organizations often equate workplace diversity with inclusion. Jon Whiteley explains. “Diversity is being invited to the party. People on social media are beginning to demand it, now. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). This enables companies to identify the right targets and goals—and the right metrics to track. 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. When employees do leave—both voluntarily and involuntarily—exit interview data broken down by demographics can also reveal a lot about trends in employee experience and team dynamics that can directly impact sense of belonging. In fact, they are quite different. Workforce composition. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Uncover insights with the right lens. When looking at the diversity of an organization, it is important to look not only at the overall representation, but also at the recruiting funnel and representation by job level within each part of the company. More important, it must be integrated into company practices. Despite some small improvements, research from PayScale shows that the gender and racial wage gaps are still significant in the US, with women earning $0.79 for every $1.00 a man earns, and American Indian, Alaska Native, Black and Hispanic women earning 26 percent less than White men. I am the CEO & Co-founder of OwnTrail and author of Blaze Your Own Trail, and was vice president of product and vice president of community and culture at Zillow. I would suggest that our companies should work to change these systems by creating even more equitable opportunities in the communities that we serve. You will likely notice much more than racial differences and genders. Workforce composition. We measure our performance and share our findings in reports, most recently Equality in our Workforce. I would say that at a minimum, the representation within a company should reflect the overall representation in the locations of their offices and the diversity of their customer base. Many companies got it wrong in 2018 – think Starbucks or H&M – while others got it right. It could be argued that the first step toward accurately measuring Diversity and Inclusion would be to work … There are a few key areas that are important to measure and report on when leading a comprehensive DEI program. Top tips for measurement and reporting: 1. to the workplace. Managing diversity in organizations is one of the defining issues of our time. Aligning diversity practices with unique organizational goals. As a small-business owner, it's one thing to say you promote workplace diversity; it's another to actually measure your success in that effort. Too often, companies endorse human resources department activities which dedicate an excessive amount of time and energy to filling vacancies because they believe diversity is measured solely by color, race, sex and disability. Has Social Media Ruined The Idea Of Friendship? Rid your company of attitudes related to affirmative action and equal employment opportunity laws as strict measurements for diversity. The first step for an inclusive company culture is to measure D&I. 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… How do you gauge D&I goal attainment? Where possible, an analysis should also be performed at the level of intact teams because it is only when work teams are diverse, that an organisation is truly positioned to leverage diversity of thought and background. But Is It Enough? Diversity Awareness. If employees feel like they need to work to fit in or assimilate, or that they are being judged for being different, they will be less productive and creative in their work and will churn at a higher rate. I earned my Masters of Mechanical Engineering from UC Berkeley and Bachelors of Mechanical Engineering from the University of Washington. 5 Benefits of Diversity in the Workplace. Trump Celebrates Border Wall In Final Days Of Presidency - But Does It Live Up To His Promise? Focus more on the diversity within instead of physical characteristics of diversity. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. In some ways, Diversity, Equity and Inclusion (DEI) work is a soft science. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. ‘Underrepresented’ is a relative term, so the populations of focus can change based on area of the organization and level of leadership. Identifying negative feelings through surveys can uncover opportunities on how better to approach diversity and increase employee retention. The first step for an inclusive company culture is to measure D&I. People often ask what level of diversity a company should strive for. Remember: what you measure grows and what grows should uncover something unexpected. Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. 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