how to measure diversity in the workplace

Diversity is about numerical representation―the percentage of people with one attribute versus another. Of course, the final critical piece is to actually measure these results and make adjustments. Acknowledge and honor multiple religious and cultural practices. 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. 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. EY & Citi On The Importance Of Resilience And Innovation, Impact 50: Investors Seeking Profit — And Pushing For Change. Diversity Awareness. Measure how inclusive your organization is. Successful employers know that and actively promote diversity and inclusion in the workplace. All Rights Reserved, This is a BETA experience. 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. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Download an equality, diversity and inclusion policy template. Put very simply, diversity in the workplace means that a company hires a wide range of diverse individuals. Opinions expressed by Forbes Contributors are their own. Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. 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. As a company’s inclusion improves, performance issues go down. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. In addition, she is a certified facilitator for the Center for Creative Leadership Benchmarks 360 Assessment Suite, and is a Logical Operations Modern Classroom Certified Trainer . Diversity in the workplace refers to an organization that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. Analyze suppliers and vendors to determine how many are minority owned. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. You will build a more cohesive workforce and encourage even greater diversity among your staff when you embrace a broader definition of diversity. Surveys are the perfect tool for measuring the … Metrics and statistics can be clear measures of success in workplace diversity initiatives. Jon Whiteley explains. to the workplace. 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. Employing people of all genders and races can make an organization stronger. For each individual to bring their best self forward, a … Maintain hiring records. “Diversity is being invited to the party. Here is the list of the top 10 workplace diversity statistics: Trump Celebrates Border Wall In Final Days Of Presidency - But Does It Live Up To His Promise? Coming up with diversity KPIs is relatively simple. Step 3. 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. 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. Top tips for measurement and reporting: 1. 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. Diversity in the workplace leads to a plethora of benefits – … Apple Unveils Latest Round Of $100 Million Initiative On Racial Justice. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. Thus, diversity in the workplace isn't just a passing fad - it's a better way to do business in a modern world. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. Tap the resources your workforce gains from both experienced workers and employees in the beginning phases of their careers. It takes time and a commitment to celebrate diversity. Add up how many of each work group you have. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. 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. The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. But Is It Enough? Your staff should consist of a variety of different types of people, from different backgrounds and experiences. You can break down your workforce by gender, race, geography, etc. Solutions that work in one context may not be relevant, appropriate or effective in another. We will continue to: make sure staff are recruited in a way that avoids discrimination As an employer, you must engage in fair employment practices. Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: 1. People often ask what level of diversity a company should strive for. Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. Building for Change: How To Measure Success for Workplace Inclusion and Diversity. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. 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. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. You can, therefore, measure diversity by interacting with your energetic workforce and witnessing an increased level of productivity. ‘Underrepresented’ is a relative term, so the populations of focus can change based on area of the organization and level of leadership. 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. 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. 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. Jon Whiteley explains. There are many opportunities in surveys to measure the attitudes, feelings of the workplace. 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. Establish a sense of belonging for everyone. Consider an example. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. 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. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Diversity in the workplace benefits. Inclusion, diversity, and belonging are essentially about organizational change. Top tips for measurement and reporting: 1. Diversity measures should not focus just on where organisations are, but how far they have come (Lauring and Ross 2004). to the workplace. Organizations often equate workplace diversity with inclusion. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. Inclusion is more subtle and complex. Now we explore some potential solutions to these diversity challenges in the workplace: 1. Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. Uncover insights with the right lens. I write about culture, equity and belonging in the workplace. Diversity and equality in the workplace are vital to a healthy, growing company. It takes time and a commitment to celebrate diversity. 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. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. You may opt-out by. Implementing diversity in the workplace is a huge commitment, and there’s no handbook you can just “borrow” from another organization. Measuring What Matters. How to Measure Diversity in the Workplace Step 1. When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. 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. Measure changes in supplier diversity. 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. Aligning diversity practices with unique organizational goals. I serve on the Board of Directors of Bellwether Housing and the Advisory Board for the University of Washington School of Mechanical Engineering. 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. 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. A diversity audit can indicate gaps in business strategy (Kreitz 2008). For example, measuring gender diversity for software engineering roles or leadership positions offers greater insight into risk areas and opportunities. As employers m… 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. How do you gauge D&I goal attainment? After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. A variety of different measures of diversity are used and advocated by different parties. 5 Reasons Why Disability Issues Should Be A Higher Priority, Even Now, Splitting: The Psychology Behind Binary Thinking And How It Limits A Diversity Of Opinions, Women Are Not A Monolith And We Must Stop Treating Them As One, The Meaning Of The Martin Luther King, Jr. Birthday Holiday In 2021, EEOC Releases New Details On Systemic Age Discrimination: What You Can Do. 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… However, there's more to equal employment than federal, state and local laws mandating anti-discrimination policies. HR can undertake a study into pay equality and staff turnover should also be factored in along with exit survey responses. When analyzing these responses, it is important to break down the sentiments by demographic populations. 5 Benefits of 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. Bruce Anderson. There are a few key areas that are important to measure and report on when leading a comprehensive DEI program. Step 2. That could mean periodically assessing employee demographics by race and gender, for example. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. 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. Diversity is a noble cause for any company to strive for. Without I would also suggest that, as this data becomes available, companies think about sharing it publicly. The first step for an inclusive company culture is to measure D&I. There are several tools a company can use to measure diversity readiness in the workplace. Don’t just measure diversity, measure inclusion too. If you have a small or close-knit workforce, plan events where employees' families and significant others are welcome to attend. 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. A combination of qualitative and quantitative approaches can lead to a comprehensive DEI strategy that is set up for success. Identifying negative feelings through surveys can uncover opportunities on how better to approach diversity and increase employee retention. 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. There are tangible reasons for this trend. Configure the percentages of diversity in the workplace. Generational differences account for a lot of the transfer of knowledge and introduction of technological concepts in the workplace. Identify the problems. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. But for companies that are just beginning their inclusion and diversity journey, where should they start? Workplace diversity does not equal workplace inclusion. We will continue to: make sure staff are recruited in a way that avoids discrimination However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. The first step for an inclusive company culture is to measure D&I. 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. Workplace diversity statistics. 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. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. The first step for an inclusive company culture is to measure D&I. 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. Most institutions try to promote the creation of a diverse, creative workforce, but … Has Social Media Ruined The Idea Of Friendship? Companies can effectively measure belonging by surveying employees–either through questions added on to existing employee surveys, or as standalone surveys. And sharing that data shows a level of transparency and accountability that employees value. 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. Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. 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 … 8 Social assumptions and what to do about them [+] August. Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). 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. Is everyone ‘all in’? “Diversity and inclusion are not one in the same, and neither happens through osmosis. 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. It looks at the rationale for action and outlines steps organisations can take to implement and manage a successful D&I strategy, from communication and training to addressing workplace behaviour and evaluating progress. Providing a workplace that is conducive to accommodate the needs of employees with physical disabilities is also very important. Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. 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. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. In fact, they are quite different. Joanna Abeyie. A staff survey can also be a useful tool in assessing how staff feel about equality and diversity in the workplace. I earned my Masters of Mechanical Engineering from UC Berkeley and Bachelors of Mechanical Engineering from the University of Washington. Diversity Increases Revenue. Have your human resources department keep records of the individuals they hire. 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. It encourages staff loyalty and shows commitment to good business ethics. 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. As opposed to simply … This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Conduct focus groups. Many companies got it wrong in 2018 – think Starbucks or H&M – while others got it right. 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. 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.” 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. Workforce composition. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. 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. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. I am the CEO & Co-founder of OwnTrail and author of Blaze Your Own Trail. Remember: what you measure grows and what grows should uncover something unexpected. In some ways, Diversity, Equity and Inclusion (DEI) work is a soft science. Rid your company of attitudes related to affirmative action and equal employment opportunity laws as strict measurements for diversity. We measure our performance and share our findings in reports, most recently Equality in our Workforce. Focus more on the diversity within instead of physical characteristics of diversity. Compare the figure to previous years to see if you are making progress. But the topic of diversity goes beyond just business results and performance. 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. © 2021 Forbes Media LLC. People on social media are beginning to demand it, now. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. 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. The challenges of diversity in the workplace 1. More important, it must be integrated into company practices. November 11, 2020. Understanding Employee Behavior: A 2021 Resolution For Employers. This enables companies to identify the right targets and goals—and the right metrics to track. 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. If you hold a position of influence in your company, you can help to ensure that your company is treating people equitably and has appropriate diversification. Metrics and statistics can be clear measures of success in workplace diversity initiatives. 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. More important, it must be integrated into company practices. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. It’s not something that should only be covered on Management Training Courses. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. It includes the many elements of the workplace that serve to acknowledge and value individual differences and encourage people to express their unique views. Acquaint yourself with employees during employee meetings, social events and recognition ceremonies. Inclusion is more subtle and complex. An overall high belonging score could be misleading since employees that hold underrepresented identities often feel a lower sense of belonging. Let’s begin with the positives. Diversity can be measured in absolute and relative terms. Diversity is about numerical representation―the percentage of people with one attribute versus another. Comparing data on diversity can be problematic as different data sets may be measuring different things (Wright et al 2014). It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. Workforce composition. 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. We measure our performance and share our findings in reports, most recently Equality in our Workforce. Rather than only paying attention … Top Ways Companies Are Measuring Their Diversity and Inclusion Progress. Organizations may embark on strategic recruiting efforts and build alliances with community organizations, government and universities to leverage workplace diversity. 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. 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.

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