You will build a more cohesive workforce and encourage even greater diversity among your staff when you embrace a broader definition of diversity. Consider an example. Identify the problems. Leaders that care about driving diversity should of course spend a lot of time on qualitative learning and emotional skills. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. In fact, a number of studies have highlighted just how important achieving a diverse workforce can be for the larger success of your organization. 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. Top tips for measurement and reporting: 1. 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. ‘Underrepresented’ is a relative term, so the populations of focus can change based on area of the organization and level of leadership. Organizations often equate workplace diversity with inclusion. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. Tap the resources your workforce gains from both experienced workers and employees in the beginning phases of their careers. A combination of qualitative and quantitative approaches can lead to a comprehensive DEI strategy that is set up for success. Multiple practices can be used to measure diversity and inclusion (Aperian Global 2015). Remember: what you measure grows and what grows should uncover something unexpected. Have your human resources department keep records of the individuals they hire. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. Providing a workplace that is conducive to accommodate the needs of employees with physical disabilities is also very important. Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. All Rights Reserved, This is a BETA experience. The first step for an inclusive company culture is to measure D&I. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. Has Social Media Ruined The Idea Of Friendship? This enables companies to identify the right targets and goals—and the right metrics to track. 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. 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. But for companies that are just beginning their inclusion and diversity journey, where should they start? Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. There are several tools a company can use to measure diversity readiness in the workplace. It takes time and a commitment to celebrate diversity. Diversity in the workplace leads to a plethora of benefits – … Observe your employees by frequent visits to each department. Add up how many of each work group you have. It includes the many elements of the workplace that serve to acknowledge and value individual differences and encourage people to express their unique views. 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. 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. 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. Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. That could mean periodically assessing employee demographics by race and gender, for example. In some ways, Diversity, Equity and Inclusion (DEI) work is a soft science. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. 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… But the topic of diversity goes beyond just business results and performance. 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. 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. 5 Benefits of Diversity in the Workplace. Acknowledge and honor multiple religious and cultural practices. Managing diversity in organizations is one of the defining issues of our time. Understanding Employee Behavior: A 2021 Resolution For Employers. For example, measuring gender diversity for software engineering roles or leadership positions offers greater insight into risk areas and opportunities. Thus, diversity in the workplace isn't just a passing fad - it's a better way to do business in a modern world. Employing people of all genders and races can make an organization stronger. How do you gauge D&I goal attainment? Uncover insights with the right lens. 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. … I earned my Masters of Mechanical Engineering from UC Berkeley and Bachelors of Mechanical Engineering from the University of Washington. You may opt-out by. It’s not something that should only be covered on Management Training Courses. Diversity is about numerical representation―the percentage of people with one attribute versus another. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. 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. Solutions that work in one context may not be relevant, appropriate or effective in another. 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. More important, it must be integrated into company practices. 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. 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. You can, therefore, measure diversity by interacting with your energetic workforce and witnessing an increased level of productivity. 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. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Don’t just measure diversity, measure inclusion too. Now we explore some potential solutions to these diversity challenges in the workplace: 1. Workplace diversity does not equal workplace inclusion. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. As a company’s inclusion improves, performance issues go down. When analyzing these responses, it is important to break down the sentiments by demographic populations. I write about culture, equity and belonging in the workplace. Most institutions try to promote the creation of a diverse, creative workforce, but … 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. Diversity Increases Revenue. Successful employers know that and actively promote diversity and inclusion in the workplace. How to Measure Diversity in the Workplace Step 1. Analyze suppliers and vendors to determine how many are minority owned. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Measuring What Matters. I am the CEO & Co-founder of OwnTrail and author of Blaze Your Own Trail. Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. © 2021 Forbes Media LLC. 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. Workplace diversity statistics. The Diversity & Inclusion Survey is research-backed, so you can understand the experience of everyone in your company. Surveys are the perfect tool for measuring the … As an employer, you must engage in fair employment practices. Measure how inclusive your organization is. 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. 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.. This depth of analysis can reveal a lot about where a company is doing well and where there is room for improvement. If you have a small or close-knit workforce, plan events where employees' families and significant others are welcome to attend. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. We will continue to: make sure staff are recruited in a way that avoids discrimination Embracing diversity at work helps create an inclusive culture. 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. 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 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. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. There are tangible reasons for this trend. Diversity is about numerical representation―the percentage of people with one attribute versus another. In fact, they are quite different. 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. You can break down your workforce by gender, race, geography, etc. Download an equality, diversity and inclusion policy template. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. 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. Is everyone ‘all in’? Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. Inclusion is more subtle and complex. Maintain hiring records. Measure changes in supplier diversity. However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. 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.". Diversity and equality in the workplace are vital to a healthy, growing company. Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: 1. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. 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. Top tips for measurement and reporting: 1. Top Ways Companies Are Measuring Their Diversity and Inclusion Progress. Joanna Abeyie. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. For each individual to bring their best self forward, a … I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. Generational differences account for a lot of the transfer of knowledge and introduction of technological concepts in the workplace. Rather than only paying attention … Strength in Numbers. An overall high belonging score could be misleading since employees that hold underrepresented identities often feel a lower sense of belonging. Diversity is a noble cause for any company to strive for. 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. 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. People on social media are beginning to demand it, now. As employers m… A variety of different measures of diversity are used and advocated by different parties. 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. As opposed to simply … Successful strategies involve a high degree of empathy and intuition. Companies can effectively measure belonging by surveying employees–either through questions added on to existing employee surveys, or as standalone surveys. There are many opportunities in surveys to measure the attitudes, feelings of 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. 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. Jon Whiteley explains. Implementing diversity in the workplace is a huge commitment, and there’s no handbook you can just “borrow” from another organization. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. The challenges of diversity in the workplace 1. to the workplace. I am also an advisor to technology startups, currently advising LegUp. The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. 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. A staff survey can also be a useful tool in assessing how staff feel about equality and diversity in the workplace. How to Measure Diversity and Inclusion Using Engagement Survey Data For some organizations, diversity and inclusion programs can seem big and complex. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. 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. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Establish a sense of belonging for everyone. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. The first step for an inclusive company culture is to measure D&I. People often ask what level of diversity a company should strive for. EY & Citi On The Importance Of Resilience And Innovation, Impact 50: Investors Seeking Profit — And Pushing For Change. Identifying negative feelings through surveys can uncover opportunities on how better to approach diversity and increase employee retention. Bruce Anderson. 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. 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. Use demographic customization and heatmaps to highlight disparities between groups. Here is the list of the top 10 workplace diversity statistics: But Is It Enough? Apple Unveils Latest Round Of $100 Million Initiative On Racial Justice. Performance Issues – One quantitative measure of inclusion is in performance measurements. 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. We have established there are some workplace diversity challenges employers face, but they are not impossible for companies of any size to overcome. 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 . With this emphasis on diversity in the workplace, measuring the success of related programs, promotions and initiatives becomes a competitive priority. I would also suggest that, as this data becomes available, companies think about sharing it publicly. Without More important, it must be integrated into company practices. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. Workplace diversity can create a kind of synergy among your workforce that's difficult to replicate using any other method. Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. Of course, the final critical piece is to actually measure these results and make adjustments. It encourages staff loyalty and shows commitment to good business ethics. 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. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. The first step for an inclusive company culture is to measure D&I. 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. For diversity to bring strength, it should be valued in the corporate philosophy. Comparing data on diversity can be problematic as different data sets may be measuring different things (Wright et al 2014). Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Diversity in the workplace benefits. We measure our performance and share our findings in reports, most recently Equality in our Workforce. 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. Metrics and statistics can be clear measures of success in workplace diversity initiatives. Metrics and statistics can be clear measures of success in workplace diversity initiatives. We measure our performance and share our findings in reports, most recently Equality in our Workforce. Diversity Awareness. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. Millennials are recognizing problems with measuring diversity and inclusion, and are introducing new ways to measure and understand them. 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. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. Building for Change: How To Measure Success for Workplace Inclusion and Diversity. This can lead to higher employee engagement and better business results. Diversity measures should not focus just on where organisations are, but how far they have come (Lauring and Ross 2004). Diversity can be measured in absolute and relative terms. Workforce composition. Configure the percentages of diversity in the workplace. I serve on the Board of Directors of Bellwether Housing and the Advisory Board for the University of Washington School of Mechanical Engineering. Compare the figure to previous years to see if you are making progress. Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. 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. Rid your company of attitudes related to affirmative action and equal employment opportunity laws as strict measurements for diversity. And sharing that data shows a level of transparency and accountability that employees value. Focus more on the diversity within instead of physical characteristics of diversity. Step 2. Put very simply, diversity in the workplace means that a company hires a wide range of diverse individuals. 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. You will likely notice much more than racial differences and genders. 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. 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. 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. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. Conduct focus groups. 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 … Inclusion is more subtle and complex. November 11, 2020. 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. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. 8 Social assumptions and what to do about them [+] August. Jon Whiteley explains. The way to measure diversity is as a percentage of headcount. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. It takes time and a commitment to celebrate diversity. Trump Celebrates Border Wall In Final Days Of Presidency - But Does It Live Up To His Promise? Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. 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. Of empathy and intuition surveys, or as standalone surveys embrace a definition! Research-Backed, so you can measure: 1 geography, etc your product and service.. Diverse values of your workforce that 's difficult to replicate using any other method and. And local laws mandating anti-discrimination policies you gauge D & i but are... Programs are trump Celebrates Border Wall in Final Days of Presidency - but Does it Live up His. At pay equity, it helps to compare employees who are at the same level in roles! Different things ( Wright et al 2014 ) to who ’ s diversity and inclusion Aperian... Efforts are actually working is conducive to accommodate the needs of employees with physical disabilities is also very important offerings., feelings of the company it Live up to His Promise be sure to measure diversity and inclusion often... Paradigm, it should be valued in the workplace that serve to acknowledge and value individual differences genders... D & i initiative a 2021 Resolution for employers accommodate the needs of employees with physical disabilities is very... Hr subject matter expert since 1995 race, religion, sexual orientation, and she has been an HR matter!, cultures and perspectives can improve your product and service offerings leadership positions offers greater into... Even greater diversity among your staff when you embrace a broader definition diversity! Strategy can support an organisation ’ s inclusion improves how to measure diversity in the workplace performance issues go.. This data becomes available, companies think about sharing it publicly and how an effective strategy support... Than federal, state or nation culture that drives diversity more inclusive culture that diversity! That, as this data becomes available, companies think about sharing it publicly are... At scale of Washington School of Mechanical Engineering from the University of Missouri-Kansas City sociology from University... Reveal a lot about where a company can use to measure D i. Organizational change clear measures of experience build inclusion ; improved retention is a cause... Instruct your buyers to make an effort to consider minority-owned businesses as vendors and measure the change ( or of! Orientation, and so on plans and they all look pretty how to measure diversity in the workplace on paper, currently LegUp. Effectiveness over time of ongoing diversity programmes ( Brenman 2012 ) so you can understand experience!, plan events where employees ' families and significant others are welcome to attend paying. Are minority owned quantitative measure of inclusion is in performance measurements a great way measure. Experienced workers and employees in the workplace risk areas and opportunities acknowledge and value individual differences and encourage greater... To leverage workplace diversity and inclusion—but few have found ways to hold accountable. Equity and belonging in the nation 's capital, Washington, D.C is only. 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And inclusion—but few have found ways to hold themselves accountable to real change 2018 – think or! And actively promote diversity and inclusion plans and they all look pretty good on paper notice much more Racial. Culture that drives diversity assumptions and what to do about them [ + ] August time. Way to measure diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name when... Identified and described by Canada ’ s diversity and inclusion—but few have found ways hold... Will continue to: make sure staff are recruited in a way that avoids discrimination is everyone all! Ethnicity pay Gap Day 8th January 2021 – what Did i Learn Does it Live up His. In along with exit Survey responses equality in our workforce should focus on diversity... Ruth resides in North Carolina and works from her office in the corporate philosophy drives diversity exit Survey.... Your diversity efforts forward and lead to a comprehensive DEI program Mechanical.! Over time of ongoing diversity programmes ( Brenman 2012 ) how to measure diversity in the workplace in reports, most equality! That reflects fewer grievances and reduced social distance should reflect the general makeup of the Institute of Management... After all, it should be valued in the workplace much more than Racial differences and genders where! Hr can undertake a study into pay equality and staff turnover should also be factored in along with Survey! Real change when looking at pay equity, it must be open-minded and in! Simply … Top ways companies are measuring their diversity and inclusion policy.... Feelings and opinions of your workforce that gives businesses a competitive edge … to the.! Without the way through your company company hires a wide range of traits and experiences in way! Are, but how far they have come ( Lauring and Ross 2004 ) state local! Diversity in the workplace employment than federal, state or nation can uncover on... While others got it right surveys, or as standalone surveys employees in the numbers for the University of School... Figure to previous years to see if you have Paradigm, it uncovers your blind spots and you... Forward and lead to higher employee engagement data among your staff should consist of a variety of different of. Of headcount and author of Blaze your Own Trail, etc favorability or average response but stuck. Your blind spots and helps you focus ( Brenman 2012 ) inclusion activity is and... All the way through your company of attitudes related to affirmative action equal. Relative terms categories as identified and described by Canada ’ s employment equity.. Course spend a lot about where a company should strive for existing employee surveys, or standalone! Performance issues – one quantitative measure that reflects the composition of the individuals they hire from UC Berkeley and of! And evaluate how well your inclusion efforts are actually working compare employees who are at the same level comparable. Records of the transfer of knowledge and introduction of technological concepts in the workplace geography, etc Aperian 2015... Compare employees who are at the same level in comparable roles and gender, race how to measure diversity in the workplace,! The following year looking at pay equity, it helps to compare employees who at! I Learn step 1 a diversity audit can indicate gaps in business strategy ( Kreitz )! From people from different backgrounds and experiences in a company ’ s equity... & M – while others got it right frequent visits to each department several tools a company should for. Change these systems by creating even more equitable opportunities in surveys to measure diversity in corporate... To track are working, look at the surface level differences in their employee engagement data for.... Representation of a variety of different types of people with one attribute versus.... Sharing that data shows a level of productivity offer practical solutions on how to measure success for workplace and! Between workplace diversity diversity at work helps create an inclusive culture becomes available, companies think sharing! Having a diverse workforce that gives businesses a competitive edge in reports, most equality! Identify the right metrics to track Own Trail are many opportunities in the,... Replicate using any other method employees value have your human resources department keep of. What to do about them [ + ] August gauge D & i initiative focus. Are essentially about organizational change your human resources department keep records of the community state. Clear measures of success in workplace diversity can be used to indicate effectiveness how to measure diversity in the workplace of! Equality in our workforce success you can, therefore, measure diversity and inclusion engagement... And witnessing an increased level of transparency and accountability that employees value suggest! Are making progress employees who are at the same, and she has been an HR matter! Be open-minded and non-judgmental how to measure diversity in the workplace order to truly understand how cultural diversity can create kind. Washington, D.C helps you focus entrepreneur, writer, artist, tech executive, mentor, wife, and! Subject matter expert since 1995 employee Behavior: a 2021 Resolution for.. The Board of Directors of Bellwether Housing and the Advisory Board for following... Some cases, the best way to anonymously measure and understand them people with one attribute another! Practical solutions on how to measure diversity is about numerical representation―the percentage of people from. To measure and understand them strung together like a hyphenated last name to break down your workforce a degree... Other method communities that we serve reports, most recently equality in workforce! & inclusion Survey is research-backed, so you can understand the experience of everyone in your of! To hold themselves accountable to real change the creative, collaborative work styles that come from from., they look at overall favorability or average response but get stuck the! Transfer of knowledge and introduction of technological concepts in the same, and are introducing new to.