Diversity and inclusion aren’t things you can measure with KPIs and one day announce “Mission Accomplished.” Amber Baldet , co-founder of Clovyr and former head of the blockchain team at JPMorgan Chase, drives this point home: “Inclusion happens when your recruiting process casts a wider net for qualified candidates. Employees need to feel like they’re in the loop on major company changes, but they also need to feel like the conversation goes both ways. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. The Inclusion template includes questions about demographics like gender, race, and age, so you can filter your results to see whether there are different answers among different groups. The smallest sample size may be 1 km^ and the largest may be the entire region or country. A now famous study from Georgia Tech found that job applicants with traditionally “Black-sounding” names received 50% fewer callbacks than equally qualified applicants with “white-sounding” ones. You can read each section, or go straight to the sections that are most relevant to your business. SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? We also ask the employee being reviewed to lead some of the conversation rather than passively receiving feedback. We’re still working toward our other Diversity and Inclusion goals, but using hard numbers to hold ourselves accountable has been a first step toward tangible change. This type of environment will also affect your employees’ ability to perform—if people don’t feel empowered to voice contrary opinions, how can you trust that they’ll speak up about potential business mistakes? Difficult to define because definition consists of two distinct components: i. We’ve also seen successful solutions like flexible working hours, time for therapy, and structured check-ins with managers. Ultimately, employee enthusiasm is the only way to know which groups you should move forward with. We’ve also included recent research on microaggressions so that you can better understand what employees might find offensive. Make sexual harassment policies public and ensure that every employee reads them. And companies are starting to pay attention. However, species richness increases with sample size. Just changing a few words can radically change the way that both employees and candidates view your organization. These types of workshops and follow-on discussions equip companies to create a psychologically safe team culture. You might be thinking, “I have no idea where to start measuring diversity.” Just as with any data in business, start with what you have. Asking about race, gender, and sexual orientation in your surveys can feel personal and invasive, but respondents are rarely put off by them. Audit your job ads. Awareness about pay gaps vary. Relying on personal networks also inherently disadvantages people from underrepresented groups. Look at your public values and job descriptions—both on your website and job boards. Our Pay Gap template tells you, quickly and simply, exactly what employees think about compensation at your company. The time people spend at work is an unmatched chance for change that helps an employer’s culture and bottom line. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. The survey also helps you understand what type of giving makes the most sense to your people (donations, volunteer activities, etc.) It appears your browser does not support JavaScript or you have it disabled. Asking employees to take time out of their work day to answer questions about your company culture doesn’t always result in fantastic response rates, but catching them just as they’re starting or leaving can give you rare insights. But inclusion isn’t totally unquantifiable. Above all else, you need enthusiastic employees to lead the groups. For more context about the challenges—and opportunities—of mental health in the workplace, we talked to Mind Share Partners—a nonprofit changing the culture of workplace mental health so that both employees and organizations can thrive. The term “culture of genius”, coined by Stanford researcher Carol Dweck, sounds deceptively positive. Track your diversity statistics over time. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. How do you know if your company is making progress on gender diversity? Offer instructions for setting up an ERG on your company intranet or include a note in the company handbook. Divide each number by the total number of employees and multiply the number by 100. A diversity index (also called phylogenetic or Simpson's Diversity Index) is a quantitative measure that reflects how many different types (such as species) there are in a dataset (a community) and that can simultaneously take into account the phylogenetic relations among the individuals distributed among those types, such as richness, divergence or evenness. The way that you structure your office space conveys your company priorities. This will help you validate the impact of the new programs and trace the effects of company changes on inclusion. Here are some of their takeaways. One salesperson that Nextplay.ai matched with a leader on the product team helped the company identify a million dollar market opportunity. This enables companies to identify the right targets and goals—and the right metrics to track. There are a whole host of reasons that companies should think about creating mentoring programs. The more people you bring into the effort, the more opportunities you’ll have to diversify. One really successful tactic we’ve seen is the creation of mental health employee resource groups at companies like Johnson & Johnson, Verizon Media, and Squarespace. 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. 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. While mentorship can seem straightforward on the surface, there are advantages to thinking outside the box, and common challenges that savvy companies can work to avoid. Let’s say an organization’s 2015 headcount shows that the percentage of women shrinks significantly as they progress up the ranks. Hopefully, other companies will follow suit. It keeps both HR and leadership from being blindsided by employee loss or public outcry, and gives you the fodder you need to make better decisions. 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. Mentorship shouldn’t be a matter of privilege—it should be something that anyone who wants to grow should be able to pursue. And that diversity has a purpose that might be unique to their strategic direction. As part of it, we’re making an effort to ensure interviewing panels (the people candidates talk to as they go through the hiring process) reflect our diverse employee population. Organizations that commit to supporting employee mental health see a 4:1 ROI in increased productivity and engagement, and become more desirable places to work. Diversity and inclusion-related questions can be sensitive, so there are a few ways that you can make your survey more comfortable for employees. If your budget allows, taking out ads in publications like The Root, Out Magazine, Al Dia News can put your brand in front of the diverse audience you want to attract. Mentoring can also be a good way to hone leadership skills. At SurveyMonkey, we shared some of our diversity statistics for the first time publicly in 2017, and companies like Google, Coca Cola, and Michelin have done the same. How women (and people of other genders) are distributed within your organization (are there certain departments that skew one way or another? Employee Resource Groups are voluntary groups led by employees, and their success heavily depends on how much power they’re given, the resources allotted to them, and the enthusiasm of their participants. Caveat: Because diversity is much easier to measure than inclusion, companies sometimes think they are doing the latter when, in fact, they are not. There’s no excuse not to. When you have your results, you’ll know more about where to focus your hiring efforts and how to support the needs of the employees you already have in your workforce. Together these three areas define your employee experience, and you need all three if you want employees to feel comfortable and empowered. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. However, workplaces are also an opportunity. Having parents in the room might remind you to include breastfeeding rooms. Once targets or other goals are set, responsibility … Many of the stories reported on our platform could be considered microaggressions. Are the bonding activities something that every member of the team can participate in? Conduct an internal investigation as soon as a complaint is lodged, and consider engaging an outside firm. But unfortunately, these good intentions aren’t translating into employees’ real experiences. Your accommodation process should cater not only to candidates and new hires, but to existing employees as well. Unlike diversity, inclusion is heavily rooted in employees’ individual experiences—which aren’t easy to monitor or quantify. Patagonia’s environmental work, for example, has become a big selling point for the company among prospective employees—and rightly so. We recommend sending diversity and inclusion surveys somewhere between quarterly and twice a year. Create a physical space that appeals to a diverse community. Your job as an HR person is to open a dialog and engage employees in creating the kind of workplace where everyone is treated fairly and respectfully, has equal access to opportunities and resources, and can contribute fully to the organization's success. If you force it and, for example, proactively start a group for the five Black employees at your 400 person company, you risk tokenizing those people and making them even more uncomfortable. Women are often underrepresented in their workplaces, and the struggle to achieve gender equality in pay, career opportunities, and overall treatment has been well-publicized. Later in your feedback program, try combining your inclusion data with employee engagement numbers see if you can find a correlation. But when you start to think beyond “meeting diversity metrics” and start to think about building balanced teams, those are potentially your strongest opportunities for impact. Two changes that can make a major impact: 1. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. Nadjia Yousif discusses five areas where tracking metrics and data will help leaders know if they're making wins—or falling short. 2) Are you interested in leading? Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. Have employees felt comfortable raising mental health issues in the past? Is everyone ‘all in’? Analyze suppliers and vendors to determine how many are minority owned. According to PR specialist Sarah Stoddard, of Glassdoor: Employers need to work a little harder to find and retain talent. 32% did not feel that their opinion was valued. It might sound silly but one thing I always ask clients is how do you measure success? The results from your diversity survey should give you some insight into the types of ERGs that would benefit your community. Here are just a few that have come up. For example, employees might believe that people from different genders are unequally compensated, even if that isn’t true at your organization. A company called tEQuitable uses technology and expert guidance to help address this. Create gender-inclusive labels for the bathrooms that say something like, "Use the restroom that most closely aligns with your gender identity.". If you don’t have a mentorship program in place at your company, certain employees or teams might still have organically created mentorship roles. If not, there are 2 major arguments that you can make with hard numbers to back you up. People with disabilities are constantly asked inappropriate questions from coworkers about their bodies and mobility devices. 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. If that’s not an option for you, then simply changing the way that you present yourself as an employer can make a difference. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above the medians. Employee resource groups are, first and foremost, a platform. But your candidate pool hasn’t changed—so how do you create a more diverse workforce? We share more of our thinking around this and how to frame it for yourself in this blog post. Many companies worry that hiring people with disabilities will come at a high financial cost. If you want to know whether your employees’ experience aligns with your company’s ideals—at scale—you can just ask. This type of culture can make disabled employees feel as though they need to hide their disabilities and access needs, putting increased stress and pressure on those individuals and preventing them from bringing their whole selves to work. The impact that mentorship has is powerful—and lasting. We recommend you start with 2 universal, overarching surveys: 1 for diversity and 1 for inclusion. SurveyMonkey created a Gender in the Workplace survey template in partnership with Sheryl Sandberg's team at LeanIn.Org to help companies understand: Asking questions about objectivity—whether people think your workplace is fair or not—can be scary. The state of California now legally requires companies above a certain size to have at least one woman on their board of directors—a tiny step, right? An organization may establish quantitative measures based on: Representation: What is the workforce profileof the organization? That’s still the area where businesses fall short. You must track your processes. Employees can either address those who harass them directly, or bring the issue to HR, depending on their comfort level. Women were significantly more likely to apply to the businesses that focused on growth. You need the authority to write new policies, adopt new strategies, and fund new initiatives. This norm unnecessarily burdens people who have a lot of appointments or need to take a mental health day. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, protected veteran status, or any other characteristic protected under federal, state or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws. Many leaders have begun to argue that an inclusive culture is more impactful for retention than offering expensive perks. But only 48% of Black workers agree with this statement. Do we have explicit policies about mental health days? Because sexual harassment is best addressed directly with the person impacted—not studied as an aggregate of anonymized data. Companies that don’t pay attention to their diversity are (provably) the ones who end up with the kinds of “culture crises” described at the beginning of this guide. When companies require employees to dip into PTO for mental health days or appointments, it disproportionately affects people with disabilities. you can offer. Expansive but still relatively quick to take, it focuses on the three key aspects of inclusion, according to research by Stanford University researchers Carol Dweck, Greg Walton, and Geoffrey Cohen. 1. Then, you can set up Employee Resource Groups, or ERGs. You can’t usually change how welcoming employees are to one another, and the same words or actions might be considered hostile, neutral, friendly, or too friendly, depending on who you ask. Make sure that respondents from each major demographic are represented, and err on the side of including more people. There’s a lot of room for improvement here. This enables companies to identify the right targets and goals—and the right metrics to track. Studies show that untreated mental health conditions result in a wide variety of business costs, including more short-term disability, safety incidents, time out of work or absenteeism, underperformance and presenteeism, stress, overstaffing to cover absences, and hiring costs for burnout and attrition. Species Richness = an index based on the number of species i. In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. BCG partners with organizations to create or turbocharge their diversity and inclusion initiatives—bringing ready-made tools and extensive expertise to the table. Up to 80% of Americans will have a mental health condition at some point in their lives. When should you start to think about ERGs? BCG.com will work better for you if you enable JavaScript or switch to a JavaScript supported browser. Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. How should companies think about microaggressions? Some of the most valuable relationships we’ve created have been through cross-functional pairings. Despite their ubiquity, mental health stigma is especially prevalent in the workplace where it remains a taboo topic. In one study, men and women were each shown job descriptions that—otherwise equal—expressed either a culture of genius or a growth mindset. As an HR professional (or passionate advocate) charged with improving D&I, collecting diversity metrics is important. Which groups are under-represented in th… This is a great way to hold your org accountable for change. 60% of employees say their compensation is fair relative to others at their company. Some planning decisions are more expensive than others, but each sends an important message. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. Is it a part of their training? Even if you decide not to use any of the free templates provided in this guide, you should still regularly survey employees about diversity and inclusion issues relevant to your company. 30 September 2020 / Inclusion & Diversity Building for Change: How To Measure Success for Workplace Inclusion and Diversity. And when you boil it down to what employees are really looking for, it is traditional benefits with a strong company culture—one that really values employees. This applies to every template in this guide, not just the diversity survey. If the accused person is VP level or above, you should use an external third party. Many employees still feel that they don’t belong, and dozens of companies have made recent headlines for diversity and inclusion-related crises. Implicit bias can affect employees of any rank, education, and background, but awareness can help mitigate the damage and make employees more generally considerate. Provide the right resources. Companies need to focus on five primary areas: BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. This is an area where you’ll want to be especially conscious of avoiding a culture of genius. If you’re interested in seeing how your company culture has changed over time, you can set up a recurring survey and benchmark your responses against your past results. What are your long-term and immediate goals?) It’s always about people and their lives (especially so in this case), … Having these conversations can help uncover employees’ priorities and  strengths, understand their learning styles, and address uncertainties. Launch a pulse survey about diversity and inclusion. 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The Mckinsey research mentioned at the beginning of this guide also offers some hard financial  numbers to back you up: Companies in the top quartile for ethnic diversity are 35% more likely to have better financial returns than the industry medians. Without a way to measure inclusion, executives and HR teams have to rely on their own subjective perceptions of the culture at their organization—with varied level of accuracy. Instead, inclusive environments are nurturing and open-minded. Get a baseline read on your company’s diversity metrics and company culture. *This guide will refer to LGBTQQIAAP individuals under the broader (though less accurate) umbrella of “LGBTQ.” This is strictly in the interest of brevity and clarity, since “LGBTQ” is the more widely-known term. Evaluation of diversity and inclusion initiatives is necessary to determine outcomes and effects. Achieving gender parity country ’ s attention should focus on the product team helped company! 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