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. More important, it must be integrated into company practices. How to Measure Diversity in the Workplace Step 1. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Have your human resources department keep records of the individuals they hire. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. Ethnicity Pay Gap Day 8th January 2021 – What Did I Learn? 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. As opposed to simply … Business leaders are increasingly understanding and expecting to see the value and benefits that a diverse workforce and inclusive workplace culture can bring their organisation. These pay disparities are a result of both inequitable pay in the same jobs, as well as an opportunity gap that results in women and people of color moving up slower in their careers and thus being less represented in higher-level, higher-paying jobs. 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. However, there's more to equal employment than federal, state and local laws mandating anti-discrimination policies. I am the CEO & Co-founder of OwnTrail and author of Blaze Your Own Trail. Strength in Numbers. If you want to determine how effective you are being in achieving diversity in your business, you need some tools to quantify that achievement. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. 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. 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. There are tangible reasons for this trend. 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. Discrimination and diversity in the workplace often go hand in hand, and in order for business owners to mitigate the risk of running into any potential disputes, a watchful eye is crucial. 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. Joanna Abeyie. Workplace diversity statistics. This can lead to higher employee engagement and better business results. Diversity Percentage = (41+4+2+8) / 550 = 55/550 = 1/10 = 10% There are two crucial elements to ensuring this measure is accurately and appropriately used. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. There are a few key areas that are important to measure and report on when leading a comprehensive DEI program. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. Observe your employees by frequent visits to each department. 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. Jon Whiteley explains. I would also suggest that, as this data becomes available, companies think about sharing it publicly. Uncover insights with the right lens. Comparing data on diversity can be problematic as different data sets may be measuring different things (Wright et al 2014). As a company’s inclusion improves, performance issues go down. 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. Workplace diversity does not equal workplace inclusion. Establish a sense of belonging for everyone. Measure how inclusive your organization is. Most institutions try to promote the creation of a diverse, creative workforce, but … HR can undertake a study into pay equality and staff turnover should also be factored in along with exit survey responses. You can break down your workforce by gender, race, geography, etc. A combination of qualitative and quantitative approaches can lead to a comprehensive DEI strategy that is set up for success. 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. Building for Change: How To Measure Success for Workplace Inclusion and Diversity. Acquaint yourself with employees during employee meetings, social events and recognition ceremonies. And execs know a diverse workforce (in age, race, religion, nationality, sexual orientation, and gender) brings diverse viewpoints and perspectives to the company; these elements can help you develop great new … Use demographic customization and heatmaps to highlight disparities between groups. Implementing diversity in the workplace is a huge commitment, and there’s no handbook you can just “borrow” from another organization. It includes the many elements of the workplace that serve to acknowledge and value individual differences and encourage people to express their unique views. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. When analyzing these responses, it is important to break down the sentiments by demographic populations. Top Ways Companies Are Measuring Their Diversity and Inclusion Progress. EY & Citi On The Importance Of Resilience And Innovation, Impact 50: Investors Seeking Profit — And Pushing For Change. Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). Step 2. Step 3. More important, it must be integrated into company practices. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Learning should be provided all the way through your company for all staff. It’s not something that should only be covered on Management Training Courses. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Workforce composition. For diversity to bring strength, it should be valued in the corporate philosophy. This will give you some insight into the diverse values of your workforce. All Rights Reserved, This is a BETA experience. The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. Diversity management that works: an evidence-based view D&I in different contexts 3 D&I in different contexts The issue To be successful, any workplace initiative or strategy must consider organisational context. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. Performance Issues – One quantitative measure of inclusion is in performance measurements. Providing a workplace that is conducive to accommodate the needs of employees with physical disabilities is also very important. Check out the write-up about workplace 'Inclusion', what it means, and how to measure it, based on an expert panel discussion at our most recent NY HR Analytics Meetup. Measuring What Matters. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. Aligning diversity practices with unique organizational goals. Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: 1. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. 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. The equation is fairly straight forward, however there are a couple of areas of concern to be aware of to ensure that you understand how to formulate this measure in an appropriate and acceptable way. It takes time and a commitment to celebrate diversity. A common pitfall is to focus on measuring levels of diversity (and this itself is a broad church and a topic for a different time) without combining this with measurements around levels of inclusion. 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. Without this, it’s difficult to show the impact the work has had on the business as well as impossible to create your own business case for change. Identify the problems. Apple Unveils Latest Round Of $100 Million Initiative On Racial Justice. 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… Business thought leaders have preached the importance of workplace diversity for decades. We measure our performance and share our findings in reports, most recently Equality in our Workforce. 8 Social assumptions and what to do about them [+] August. And execs know a diverse workforce (in age, race, religion, nationality, sexual orientation, and gender) brings diverse viewpoints and perspectives to the company; these elements can help you develop great new … Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. Diversity is often misconceived as solely multicultural matters, however it also applies to diversity of gender, race, ethnicity, age, sexuality, language, educational, background, and so on. Diversity can be measured in absolute and relative terms. I do want to acknowledge that I am writing from the experience of a US-based company, and that there are many complexities that come into play when assessing this data on a global level. Workplace diversity can create a kind of synergy among your workforce that's difficult to replicate using any other method. People often ask what level of diversity a company should strive for. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. It could be argued that the first step toward accurately measuring Diversity and Inclusion would be to work … As an employer, you must engage in fair employment practices. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. A vigorous approach to workplace policies, coupled with diligent reviewing processes, will make for not only a suitably diverse workforce but an open and accepting workplace culture. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. It encourages staff loyalty and shows commitment to good business ethics. You will build a more cohesive workforce and encourage even greater diversity among your staff when you embrace a broader definition of diversity. 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. Metrics and statistics can be clear measures of success in workplace diversity initiatives. For each individual to bring their best self forward, a … Successful strategies involve a high degree of empathy and intuition. As employers m… Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. 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. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. It is as much about our attitude and behaviors as leaders and having a sense of empathy for the different experiences that people go through.". Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. We measure our performance and share our findings in reports, most recently Equality in our Workforce. I am also an advisor to technology startups, currently advising LegUp. I would suggest that our companies should work to change these systems by creating even more equitable opportunities in the communities that we serve. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. 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. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. Diversity in the workplace benefits. 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