Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. Inclusion is more subtle and complex. 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. Of course, the final critical piece is to actually measure these results and make adjustments. “Diversity is being invited to the party. The first step for an inclusive company culture is to measure D&I. 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. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. That could mean periodically assessing employee demographics by race and gender, for example. 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. Diversity can be measured in absolute and relative terms. For diversity to bring strength, it should be valued in the corporate philosophy. Diversity is about numerical representation―the percentage of people with one attribute versus another. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. Successful employers know that and actively promote diversity and inclusion in the workplace. 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 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 include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. A staff survey can also be a useful tool in assessing how staff feel about equality and diversity in the workplace. This enables companies to identify the right targets and goals—and the right metrics to track. 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. Solutions that work in one context may not be relevant, appropriate or effective in another. Many companies got it wrong in 2018 – think Starbucks or H&M – while others got it right. This will give you some insight into the diverse values of your workforce. Workplace diversity statistics. Maintain hiring records. 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. 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. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. Coming up with diversity KPIs is relatively simple. © 2021 Forbes Media LLC. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. A diversity audit can indicate gaps in business strategy (Kreitz 2008). We will continue to: make sure staff are recruited in a way that avoids discrimination I would suggest that our companies should work to change these systems by creating even more equitable opportunities in the communities that we serve. Acknowledge and honor multiple religious and cultural practices. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. Observe your employees by frequent visits to each department. Thus, diversity in the workplace isn't just a passing fad - it's a better way to do business in a modern world. Establish a sense of belonging for everyone. We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. All Rights Reserved, this is a soft science can effectively measure belonging by surveying through! 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