Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. Learning should be provided all the way through your company for all staff. A diversity audit can indicate gaps in business strategy (Kreitz 2008). Analyze suppliers and vendors to determine how many are minority owned. Workplace diversity statistics. As an employer, you must engage in fair employment practices. As opposed to simply … Diversity in the workplace benefits. There are tangible reasons for this trend. Workplace diversity does not equal workplace inclusion. 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. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. 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. 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. Workplace diversity can create a kind of synergy among your workforce that's difficult to replicate using any other method. … Acquaint yourself with employees during employee meetings, social events and recognition ceremonies. However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. 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. In fact, a number of studies have highlighted just how important achieving a diverse workforce can be for the larger success of your organization. Step 2. Download an equality, diversity and inclusion policy template. Coming up with diversity KPIs is relatively simple. Configure the percentages of diversity in the workplace. Multiple practices can be used to measure diversity and inclusion (Aperian Global 2015). Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. In fact, they are quite different. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Diversity in the workplace leads to a plethora of benefits – … Inclusion is more subtle and complex. There are many opportunities in surveys to measure the attitudes, feelings of the workplace. Top tips for measurement and reporting: 1. But for companies that are just beginning their inclusion and diversity journey, where should they start? The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. People on social media are beginning to demand it, now. Metrics and statistics can be clear measures of success in workplace diversity initiatives. I serve on the Board of Directors of Bellwether Housing and the Advisory Board for the University of Washington School of Mechanical Engineering. 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 in the workplace benefits. This depth of analysis can reveal a lot about where a company is doing well and where there is room for improvement. As employers m… In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. 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. Generational differences account for a lot of the transfer of knowledge and introduction of technological concepts in the workplace. 8 Social assumptions and what to do about them [+] August. All Rights Reserved, This is a BETA experience. You can break down your workforce by gender, race, geography, etc. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Ethnicity Pay Gap Day 8th January 2021 – What Did I Learn? Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. How to Measure Diversity in the Workplace Step 1. Successful employers know that and actively promote diversity and inclusion in the workplace. Diversity is about numerical representation―the percentage of people with one attribute versus another. Tap the resources your workforce gains from both experienced workers and employees in the beginning phases of their careers. Diversity can be measured in absolute and relative terms. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. Maintain hiring records. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. 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. 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. Building teams from qualified candidates regardless of their gender, background, race, religion or sexual orientation is long overdue, and a step towards true equality in the workplace. Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. Workforce composition. Is everyone ‘all in’? “Diversity is being invited to the party. Have your human resources department keep records of the individuals they hire. 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. But even reaching those milestones shouldn’t necessarily warrant a “mission accomplished” banner, as there are inequitable systems in our society that impact where people live and what opportunities they have to use different products and services. This can lead to higher employee engagement and better business results. Diversity is about numerical representation―the percentage of people with one attribute versus another. Diversity is a noble cause for any company to strive for. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. 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. 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. 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. When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. 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. Employing people of all genders and races can make an organization stronger. 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.". Organizations may embark on strategic recruiting efforts and build alliances with community organizations, government and universities to leverage workplace diversity. November 11, 2020. 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 measures should not focus just on where organisations are, but how far they have come (Lauring and Ross 2004). Don’t just measure diversity, measure inclusion too. We will continue to: make sure staff are recruited in a way that avoids discrimination 5 Benefits of Diversity in the Workplace. Solutions that work in one context may not be relevant, appropriate or effective in another. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. You can, therefore, measure diversity by interacting with your energetic workforce and witnessing an increased level of productivity. Diversity and equality in the workplace are vital to a healthy, growing company. Diversity Increases Revenue. A combination of qualitative and quantitative approaches can lead to a comprehensive DEI strategy that is set up for success. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. 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. Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. 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. Many companies got it wrong in 2018 – think Starbucks or H&M – while others got it right. © 2021 Forbes Media LLC. For each individual to bring their best self forward, a … Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. Acknowledge and honor multiple religious and cultural practices. 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. Organizations often equate workplace diversity with inclusion. 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. 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. Measure how inclusive your organization is. Observe your employees by frequent visits to each department. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. Let’s begin with the positives. Understanding Employee Behavior: A 2021 Resolution For Employers. Measure changes in supplier diversity. Consider an example. The first step for an inclusive company culture is to measure D&I. I am also an advisor to technology startups, currently advising LegUp. It takes time and a commitment to celebrate diversity. 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 … Conduct focus groups. 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. Inclusion, diversity, and belonging are essentially about organizational change. Rid your company of attitudes related to affirmative action and equal employment opportunity laws as strict measurements for diversity. Thus, diversity in the workplace isn't just a passing fad - it's a better way to do business in a modern world. This will give you some insight into the diverse values of your workforce. The challenges of diversity in the workplace 1. Comparing data on diversity can be problematic as different data sets may be measuring different things (Wright et al 2014). It includes the many elements of the workplace that serve to acknowledge and value individual differences and encourage people to express their unique views. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. More important, it must be integrated into company practices. Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: 1. 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. I would also suggest that, as this data becomes available, companies think about sharing it publicly. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. 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… After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. 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. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Metrics and statistics can be clear measures of success in workplace diversity initiatives. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Inclusion is more subtle and complex. 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. If you want to determine how effective you are being in achieving diversity in your business, you need some tools to quantify that achievement. to the workplace. 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. Joanna Abeyie. Use demographic customization and heatmaps to highlight disparities between groups. Now we explore some potential solutions to these diversity challenges in the workplace: 1. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. It could be argued that the first step toward accurately measuring Diversity and Inclusion would be to work … 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. Of course, the final critical piece is to actually measure these results and make adjustments. Opinions expressed by Forbes Contributors are their own. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. Here is the list of the top 10 workplace diversity statistics: Providing a workplace that is conducive to accommodate the needs of employees with physical disabilities is also very important. Successful strategies involve a high degree of empathy and intuition. But the topic of diversity goes beyond just business results and performance. Remember: what you measure grows and what grows should uncover something unexpected. to the workplace. 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. Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). 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.” 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. Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. There are several tools a company can use to measure diversity readiness in the workplace. Workforce composition. People often ask what level of diversity a company should strive for. More important, it must be integrated into company practices. 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