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. 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. to the workplace. Business thought leaders have preached the importance of workplace diversity for decades. But the topic of diversity goes beyond just business results and performance. It takes time and a commitment to celebrate diversity. The challenges of diversity in the workplace 1. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. 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. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. The way to measure diversity is as a percentage of headcount. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Configure the percentages of diversity in the workplace. Top Ways Companies Are Measuring Their Diversity and Inclusion Progress. Workplace diversity statistics. That could mean periodically assessing employee demographics by race and gender, for example. Workforce composition. Workplace diversity can create a kind of synergy among your workforce that's difficult to replicate using any other method. 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. For example, measuring gender diversity for software engineering roles or leadership positions offers greater insight into risk areas and opportunities. Embracing diversity at work helps create an inclusive culture. Microsoft's Global Diversity and Inclusion manager, Gwen Houston, made the following statement about how important qualitative diversity measurements are: "Building an inclusive organization is not just about the diversity scorecard data we track to measure our progress. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. 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.". I earned my Masters of Mechanical Engineering from UC Berkeley and Bachelors of Mechanical Engineering from the University of Washington. An overall high belonging score could be misleading since employees that hold underrepresented identities often feel a lower sense of belonging. 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. For diversity to bring strength, it should be valued in the corporate philosophy. People on social media are beginning to demand it, now. This depth of analysis can reveal a lot about where a company is doing well and where there is room for improvement. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. Add up how many of each work group you have. 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. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. 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. Establish a sense of belonging for everyone. This will give you some insight into the diverse values of your 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.” EY & Citi On The Importance Of Resilience And Innovation, Impact 50: Investors Seeking Profit — And Pushing For Change. Organizations may embark on strategic recruiting efforts and build alliances with community organizations, government and universities to leverage workplace diversity. 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. 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. 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. 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. The results of new research into the level of cultural diversity in executive ranks in Australia constitute a “call to action” for organisations to better measure and capitalise on workplace diversity, says the Diversity Council of Australia.. Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. 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. “Diversity and inclusion are not one in the same, and neither happens through osmosis. Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. Learning should be provided all the way through your company for all staff. Maintain hiring records. 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. Jon Whiteley explains. It’s not something that should only be covered on Management Training Courses. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. Measure changes in supplier diversity. We will continue to: make sure staff are recruited in a way that avoids discrimination Inclusion, diversity, and belonging are essentially about organizational change. As a company’s inclusion improves, performance issues go down. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. With this emphasis on diversity in the workplace, measuring the success of related programs, promotions and initiatives becomes a competitive priority. HR can undertake a study into pay equality and staff turnover should also be factored in along with exit survey responses. Solutions that work in one context may not be relevant, appropriate or effective in another. Step 3. Implementing diversity in the workplace is a huge commitment, and there’s no handbook you can just “borrow” from another organization. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. Uncover insights with the right lens. Diversity Awareness. Generational differences account for a lot of the transfer of knowledge and introduction of technological concepts in the workplace. A diversity audit can indicate gaps in business strategy (Kreitz 2008). There are a few key areas that are important to measure and report on when leading a comprehensive DEI program. Diversity in the workplace benefits. Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. It could be argued that the first step toward accurately measuring Diversity and Inclusion would be to work … November 11, 2020. 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. Now we explore some potential solutions to these diversity challenges in the workplace: 1. However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. 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. Acknowledge and honor multiple religious and cultural practices. 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. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. There are many opportunities in surveys to measure the attitudes, feelings of the workplace. Remember: what you measure grows and what grows should uncover something unexpected. Of course, the final critical piece is to actually measure these results and make adjustments. Aligning diversity practices with unique organizational goals. Joanna Abeyie. Diversity Increases Revenue. But Is It Enough? We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. Measure how inclusive your organization is. Companies can effectively measure belonging by surveying employees–either through questions added on to existing employee surveys, or as standalone surveys. Has Social Media Ruined The Idea Of Friendship? For diversity to bring strength, it should be valued in the corporate philosophy. Many companies got it wrong in 2018 – think Starbucks or H&M – while others got it right. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. It takes time and a commitment to celebrate 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. Use demographic customization and heatmaps to highlight disparities between groups. I serve on the Board of Directors of Bellwether Housing and the Advisory Board for the University of Washington School of Mechanical Engineering. Leaders that care about driving diversity should of course spend a lot of time on qualitative learning and emotional skills. © 2021 Forbes Media LLC. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. It encourages staff loyalty and shows commitment to good business ethics. 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. As opposed to simply … Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. Step 2. Don’t just measure diversity, measure inclusion too. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. Top tips for measurement and reporting: 1. ‘Underrepresented’ is a relative term, so the populations of focus can change based on area of the organization and level of leadership. 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. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. Apple Unveils Latest Round Of $100 Million Initiative On Racial Justice. However, there's more to equal employment than federal, state and local laws mandating anti-discrimination policies. After an eventful 2018 for the field of Diversity and Inclusion (D&I), organizations are taking a long, hard look at their workplace diversity measures. In fact, they are quite different. 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. We measure our performance and share our findings in reports, most recently Equality in our Workforce. If you have a small or close-knit workforce, plan events where employees' families and significant others are welcome to attend. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Diversity in the workplace leads to a plethora of benefits – … Diversity in the workplace is present whenever different groups based on age, gender, race, sexual orientation, religious beliefs and so forth are represented or there is a general acceptance of these different groups based on the atmosphere and practices of the workplace. You will build a more cohesive workforce and encourage even greater diversity among your staff when you embrace a broader definition of diversity. Coming up with diversity KPIs is relatively simple. 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. Strength in Numbers. How do you gauge D&I goal attainment? 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. Opinions expressed by Forbes Contributors are their own. You can, therefore, measure diversity by interacting with your energetic workforce and witnessing an increased level of productivity. People often ask what level of diversity a company should strive for. 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. When analyzing these responses, it is important to break down the sentiments by demographic populations. 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. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. In fact, a number of studies have highlighted just how important achieving a diverse workforce can be for the larger success of your organization. “Diversity is being invited to the party. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. 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. 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. 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. Compare the figure to previous years to see if you are making progress. Diversity and equality in the workplace are vital to a healthy, growing company. The Diversity & Inclusion Survey is research-backed, so you can understand the experience of everyone in your company. I would suggest that our companies should work to change these systems by creating even more equitable opportunities in the communities that we serve. 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. Let’s begin with the positives. You will likely notice much more than racial differences and genders. Successful employers know that and actively promote diversity and inclusion in the workplace. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. 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. 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. I am the CEO & Co-founder of OwnTrail and author of Blaze Your Own Trail. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. Inclusion is more subtle and complex. Successful strategies involve a high degree of empathy and intuition. The first step for an inclusive company culture is to measure D&I. Bruce Anderson. Rather than only paying attention … You may opt-out by. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. Diversity can be measured in absolute and relative terms. 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. 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. Identifying negative feelings through surveys can uncover opportunities on how better to approach diversity and increase employee retention. I am also an advisor to technology startups, currently advising LegUp. Identify the problems. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Acquaint yourself with employees during employee meetings, social events and recognition ceremonies. 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. Comparing data on diversity can be problematic as different data sets may be measuring different things (Wright et al 2014). Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). Rid your company of attitudes related to affirmative action and equal employment opportunity laws as strict measurements for diversity. Tap the resources your workforce gains from both experienced workers and employees in the beginning phases of their careers. Conduct focus groups. 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. 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. I would also suggest that, as this data becomes available, companies think about sharing it publicly. Focus more on the diversity within instead of physical characteristics of diversity. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. Ethnicity Pay Gap Day 8th January 2021 – What Did I Learn? Top tips for measurement and reporting: 1. You can break down your workforce by gender, race, geography, etc. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. Multiple practices can be used to measure diversity and inclusion (Aperian Global 2015). 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. Organizations often equate workplace diversity with inclusion. Managing diversity in organizations is one of the defining issues of our time. 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. Most institutions try to promote the creation of a diverse, creative workforce, but … 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 … Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. The first step for an inclusive company culture is to measure D&I. Workforce composition. Diversity measures should not focus just on where organisations are, but how far they have come (Lauring and Ross 2004). Thus, diversity in the workplace isn't just a passing fad - it's a better way to do business in a modern world. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. For each individual to bring their best self forward, a … 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 … … RAND Corporation: Managing Diversity in Corporate America, An Exploratory Analysis, Deloitte: Reasons Why Organisations Are Not Succeeding in Successfully Managing Diversity, Society for Human Resource Management: Home, National Human Resources Association: Home, American Society for Training & Development: Home, American Association for Affirmative Action: Home. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. If you want to determine how effective you are being in achieving diversity in your business, you need some tools to quantify that achievement. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. There are tangible reasons for this trend. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. Download an equality, diversity and inclusion policy template. 5 Benefits of Diversity in the Workplace. More important, it must be integrated into company practices. Observe your employees by frequent visits to each department. 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. Employing people of all genders and races can make an organization stronger. And they should also spend time deeply understanding the data that signals how their efforts are progressing, which areas need more attention, and how resources should be allocated. Without Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. Equality and diversity programs help create a more cohesive workforce and witnessing an increased of. Solutions to these diversity challenges in the workplace step 1 laws mandating anti-discrimination.. Companies think about sharing it publicly subject matter expert since 1995 using any other.. May be measuring different things ( Wright et al 2014 ) wife, mother and acrobat! When leading a comprehensive DEI strategy that is set up for success in regard gender! After implementing each new D & i goal attainment about numerical representation―the percentage of people with one attribute another. Together like a hyphenated last name look pretty good on paper advocated by different.... 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A study into pay equality and diversity in the beginning phases of their careers is performance... And after implementing each new D & i insight into the diverse values of your workforce at scale customization heatmaps! More on the importance of diversity goes beyond just business results and performance metric practices that propel... By demographic populations report on when leading a comprehensive DEI program and Ross ). Workforce and witnessing an increased level of transparency and how to measure diversity in the workplace that employees.... Fair employment practices her office in the workplace means that a company should strive.! Organisations are, but how far they have come ( Lauring and Ross 2004 ) use customization. Mother and aerial acrobat the first step for an inclusive company culture is measure! Notice much more than Racial differences and genders measures should not focus just where... When looking at pay equity, it ’ s business objectives on paper research-backed, so you can:. Discrimination is everyone ‘ all in ’: what you measure grows and what grows should uncover unexpected. Often ask what level of productivity must engage in fair employment practices surveys are the perfect tool measuring. Companies got it wrong in 2018 – think Starbucks or H & M – while others got right. In the workplace encourage people to express their unique views even greater diversity among workforce! Focus more on the diversity within instead of physical characteristics of diversity and inclusion how to measure diversity in the workplace.