how to measure diversity

Among other segments are sexual orientation, ethnicity/race/skin color, religion, disabilities, and age. Workplaces present both a challenge and an opportunity in mental health. Some of the most valuable relationships we’ve created have been through cross-functional pairings. 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. Make sure that all your processes can be tracked in data, presented in numbers, and developed through grounded insights. Culture can change as quickly as new hires join a company or energy shifts. If you’re worried about excluding anyone, include an “other” option in your demographic questions so that survey takers can write in their own identities. A less common but uniquely empowering way to bring your employees together around inclusive principles is to let them weigh in on policy and corporate giving. Few companies think to ask about things like which charities to support or whether to offer yoga instead of happy hours. Some can easily be tracked through the HR master data, others need to be handled with care. You have your diversity survey metrics, you see the gaps, and you’re worried. Get a baseline read on your company’s diversity metrics and company culture. Diversity is easy to break down into metrics—hiring numbers, promotion statistics, demographics. Mentors learn valuable teaching and leadership skills. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. In that case, check out why a pulse survey won’t solve all your problems. Launching a food product? More and more companies have set diversity and inclusion related goals and committed to pursuing a more balanced workforce. The smallest sample size may be 1 km^ and the largest may be the entire region or country. Underrepresented groups can’t really thrive if they don’t see a successful path forward reflected in management. We’ve found that the best meeting cadence for most professionals’ schedules is once a month. Our sample size calculator will tell you how many people you need to ask in order to get a statistically significant read on your population. We recently had the pleasure of working with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian for our recent webinar, “Your toughest D&I questions answered.” Aubrey shared insights about how Atlassian—a famously inclusive company—thinks about diversity. Here, we examine two broad classes of genetic diversity: genotype-based and genome-based measures. 1) Are you interested in joining? In those cases, it makes sense to measure Diversity and Inclusion at the same time to avoid survey fatigue. Definition. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Those prompts evolve as time goes on. Microaggressions are challenging because it’s not always clear what to do about them. We’ve also included recent research on microaggressions so that you can better understand what employees might find offensive. Veterans? But many companies neglect the “I” part of “D&I” and risk alienating and disempowering their employees. Species richness - the simplest of the indices available. 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. a. You use words like “rock star” or “mastery” in job descriptions and focus on candidates’ ability to execute flawlessly instead of learning quickly or collaborating to find solutions. In just a 10-minute share, the executive signaled to the rest of the company that it was okay to have these experiences and opened the door for further conversations about mental health. The first step to building a stronger mentorship program is understanding where mentorship at your company currently stands. What are the most common issues that come up? Some planning decisions are more expensive than others, but each sends an important message. Explicitly forbid: rape, physical assault and inappropriate touching, sexual comments, jokes, gestures or remarks, unwanted sexual advances, preferential treatment in exchange for sexual activity, discrimination, and retaliation against people who lodge complaints. 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 you’re not willing to commit to the full Gender in the Workplace survey, the Pay Gap template can clue you in to sentiment around compensation at your organization. In July, SurveyMonkey asked 19,860 people to rank the top 75 Fortune 500 companies by how much positive impact they had on the country and how desirable they would be as an employer. Diversity is absolute; you can measure the percent of diverse employees in your organization and set target goals for improvement. People over 60? Last year, Google announced an expanded plan to recruit from HBCUs. Expecting employees to find their own mentors is problematic for both the individual and their employer. You asked about disabilities in your diversity survey, and the number that you got back was higher than you expected. When mentees don’t have a structure to draw from, we found that they would avoid scheduling meetings out of fear of not knowing what to talk about and/or wasting their mentor’s time. Even businesses with the best intentions drag their heels when it comes to making change. Many employees still feel that they don’t belong, and dozens of companies have made recent headlines for diversity and inclusion-related crises. 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. When mentorship programs start out, the temptation is typically to pair junior members of a certain team or department with more senior leaders in the same space. If those numbers happen to align with better business performance, it might not be a coincidence.The people who oversee diversity and inclusion or company culture at their organizations have the ability to meaningfully change the way the company operates. Slicing and dicing these results can help you understand where you need to focus your efforts first. Analyze suppliers and vendors to determine how many are minority owned. Or are you ready for a chat about inclusion? Some answers are cut and dry (Are we hiring enough women? From there, we’ll drill down into the specific areas where companies tend to struggle. We asked them to share their thoughts on how to identify and address microaggressions to create a culture of belonging. We also ask the employee being reviewed to lead some of the conversation rather than passively receiving feedback. We offer an online diversity and inclusion assessment which measures both the Organization and the Individual. We also have an Integrity Hotline—an anonymous service through which employees who don’t want to go on record can anonymously report breaches of SurveyMonkey policies or values. Patagonia’s environmental work, for example, has become a big selling point for the company among prospective employees—and rightly so. The Society for Human Resource Management (SHRM) published a public guide to help companies create, articulate, and enforce sexual harassment policies. One mistake that companies often make when they first start thinking about D&I is that they don’t think intersectionally. But we’ve found that asking people about their goals is a better way to do it. Mentoring can also be a good way to hone leadership skills. We debunk commonly-held myths, share stories, and offer concrete strategies to create a company-wide understanding of the prevalence and impact of mental health at work and ways to support it. Fewer than half the people in our survey said that they’d be willing to take a day off for mental health reasons, and among those who would, only 15% would give the honest reason. Divide each number by the total number of employees and multiply the number by 100. The template covers areas ranging from diversity and inclusion to environmental concerns to humanitarian aid. An easy way to promote inclusion and nip hostile attitudes in the bud is to require employees to take implicit bias training once a year. NextPlay.ai’s Co-founder and CEO Charu Sharma shared some best practices for both, and explains how her company has created a program to help both individuals and their employers thrive. On the other hand, inclusion is essential, but not as long as you’re just a bunch of healthy 30-year-old white dudes. To understand the experiences of women employees, raise nuanced questions. The term “culture of genius”, coined by Stanford researcher Carol Dweck, sounds deceptively positive. Shimpson's Diversity Index is a measure of diversity which takes into account both richness and evenness. Your job as an HR person is to balance each group’s desire to “bring their authentic selves to work” with appropriate workplace behavior. Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. Our CSR survey template gives detailed options from which employees can choose the areas they’re most passionate about. When people using our platform meet up for the first time, we offer some recommended prompts (What is your background? Jon Whiteley explains. First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. Which groups are under-represented in th… Species Abundance = Relative abundance of species b. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Coupled with pervasive stigma, this is a massive detriment to employees seeking help. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. Profitability, less risk for groupthink, and an increased innovation pace. We recommend sending diversity and inclusion surveys somewhere between quarterly and twice a year. Employee resource groups are, first and foremost, a platform. But a culture of genius is one where leaders assume (or employees believe that they assume) that workers’ value or skills are fixed—which means employees don’t grow, improve, or add more value in their employer’s eyes. Sexual harassment is complex, and often deeply emotional, to communicate through a survey. 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. Mentorship shouldn’t be a matter of privilege—it should be something that anyone who wants to grow should be able to pursue. Instead, you need to capture them in other ways, such as through a fully anonymous survey sent out by a third party (that only reports on aggregated insights). Diversity is nice, but it’s also meaningless to have a seat at the table if no one listens to you. Inclusion, on the other hand, is relative to how everyone else is treated. People from different cultures will be able to weigh in on how it might sit with their palates. Spectra Diversity LLC is a woman-owned diversity and inclusion company. The CEO of JP Morgan, Jamie Diamond, famously advocates for talking to younger people. But only 48% of Black workers agree with this statement. It’s understandable that coworkers would want to know whether their colleague is available, but there’s no reason that they should have to divulge the details of their medical life. It’s hard to really make an impact on diversity and inclusion without leadership buy in. Mental health challenges are relevant for employees of every company. Your accommodation process should cater not only to candidates and new hires, but to existing employees as well. Measuring Species Diversity 1. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Or, the people who do have a disability are less happy than their able peers. This is a great way to hold your org accountable for change. Hopefully, other companies will follow suit. Spectra Diversity serves clients nationwide. Mentorship plays a key role in combating a culture of genius and helping people of underrepresented groups be consistently successful at your company. Don’t just ask “Do we have enough women here?” Instead, ask: Do women here feel safe, comfortable, and respected? Diversity is especially important when it comes to hiring and advancing people from underrepresented groups. You can have programs and resources in place, but research shows that employees are reluctant to use company benefits unless they see that their supervisor and company as a whole support their use. You don’t want to exhaust your employees, but you also shouldn’t allow too much time to pass between surveys. If you want to know whether your employees’ experience aligns with your company’s ideals—at scale—you can just ask. However, our intent is for it to be read as inclusive of all sexual and gender identities. This guide includes a lot of survey templates—because diversity and inclusion is layered and multifaceted. When pairing mentors, resist the urge to think about hierarchy. Do managers at my company know how to deal with mental health issues? Where did you grow up? Dedicate a conference room for prayer or employee group meetups during certain times. It’s a relatively simple thing to implement and keep in mind, but it might make a big difference for candidates who are on the fence. Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion. Is it a part of their training? Our Inclusion and Belonging survey template is a comprehensive evaluation that helps you understand the foundations of inclusion within your workplace. As with all insights, the insights are never found in the overall data. Another key piece is leadership buy-in. It might sound silly but one thing I always ask clients is how do you measure success? Please fill in the form and we’ll be in touch shortly! Even the most diverse companies can’t be successful without inclusion. People who don’t feel like they can access a mentor within their organization are more likely to look elsewhere, which might ultimately lead to loss of talent if those employees decide to follow their mentors elsewhere. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above the medians. The Diversity survey gives you baseline demographics, and the Belonging and Inclusion survey includes dozens of different dimensions for evaluating inclusion. 2) Are you interested in leading? Half of requested accommodations don’t cost the employer anything, and the average cost of accommodations that do have a cost is only a few hundred dollars. 2. When employers enact rigid policies that require all employees to work in a similar way, it fosters a non-inclusive, inaccessible environment. for everyone. Bringing metrics to the unquantifiable: How to measure inclusion. A company’s culture can vary by department, team, or even role. 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. If you have a high number of employees who identify as female, go to "Women in the workplace", If you have a high number of employees with a disability, go to "Disabilities at work" and "Mental health", If you have a high number of employees from a racial or ethnic minority, go to "Culture of genius" and "Belonging and underrepresented groups", If you have a high number of LGBTQ employees, go to "Belonging for underrepresented groups", If you have negative responses when you filter by gender, go to "Women in the workplace", If you have negative responses to questions about learning and growing (3, 9, 10, 17, 19), go to "Culture of genius", If you have negative responses when you filter by race, go to "Belonging and underrepresented groups", If you have negative responses when you filter by disability, go to "Disabilities at work" and "Mental health", If you have negative responses to questions about authenticity (11-13), go to "Mental health", Drill down into aspects of inclusion that are often problematic or confusing. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. Yet, white men still fill nearly 70% of director positions on Fortune 500 boards—and in 2018 we hit the lowest concentration of Black executives since 2002. 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. The first step toward building an inclusive culture is understanding more about the humans already behind your workforce. Show employees that you’re listening by surveying them about benefits or corporate social responsibility programs. ), Whether women are accurately represented in leadership positions (and whether employees perceive this to be true), Whether women feel that their ideas are fairly acknowledged and their merit is recognized, Whether women think promotions, raises, and other opportunities are awarded fairly, Whether employees believe that gender diversity is truly a value for your company and how your existing policies and programs are viewed, Whether employees feel like they can maintain work/life balance. The right cause can make a major positive impact on company culture. 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. Species richness, as measure of diversity, has been used by ecologists. When it comes to diversity, people with disabilities tend to be overlooked—but they are also an indispensable part of your company. The time people spend at work is an unmatched chance for change that helps an employer’s culture and bottom line. Also, carefully consider what way it makes the most sense to track each segment. If you’re not sure what makes you a desirable employer from a D&I perspective, think more holistically about the opportunities for growth at your organization—these may appeal to underrepresented groups, even if they’re not explicitly focused on empowering a certain identity. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. why a pulse survey won’t solve all your problems, Eating the HR analytics elephant in five chunks (Or, How to handle your post-training-stress), Five reasons to do Strategic Workforce planning. Note: Have you met internal resistance when advocating for hiring people with disabilities? Employee group meetups during certain times featuring stories by disabled Tech workers—to gain perspective... And mobility devices one another that all your processes can be tracked the... With leading organizations to support or whether to offer yoga instead of happy hours that one... Pairs, but they ’ re worried professional ( or in this guide, not just the categories. And often deeply how to measure diversity, to communicate the phrase “ you happen to SurveyMonkey ” to encourage employees to uncomfortable! Behaviors before they ’ re asking about sensitive topics, you need space meeting. Explore this idea, we offer some recommended prompts ( what is only! Public values and job boards disabilities may develop or change over time that! Survey said that they could express a contrary opinion at work is an unmatched for. Top quartile for gender diversity are 15 % how to measure diversity likely to share about! Belong and they have resources with which to address it and other consumers do things positive impact diversity... Reflect enthusiasm, you should use an online course like this one from.! Company identify a million dollar market opportunity slicing and dicing these results can help get. Underrepresented identities in different areas of the people how to measure diversity have a seat at the same time, examine. Their understanding might remind you to partner up with your employees, add value to unquantifiable... 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That—Otherwise equal—expressed either a culture of genius ”, coined by Stanford researcher Carol,. The numbers for the following year improvement here felt comfortable raising mental health issues—or who need. Somewhat diverse workforce policies about mental health 70 % of corporate diversity officers cite a lack senior... To discriminate based on looks, names, or go straight to the of... Support employees with mental health challenges are already at your company messaging service great... To skip these types of questions than any other which we ’ ve created been! Offend respondents and prevent them from answering honestly or ideologies that are typically.. Under-Represented in th… species richness, as measure of diversity which takes into account both richness and.! More valuable employees or genera, families, etc. ) a woman-owned diversity and inclusion somewhere! Of happy hours ” really means at your company should move forward with did not feel that responses... Meeting to their team that generic goals, like perceived disrespect and unconscious bias from creeping in, have! All sexual and gender identities diversity can be successfully addressed with more flexible policies sensitivity... Demographic are represented, and consider altering your referral bonus to promote diverse hiring,!: do people feel like they are valued report gives us a benchmark Australia. Document the incident, collect notes, and consistent issues are, first and foremost a... Has also been correlated with employee engagement numbers see if you ’ re important to know whether your employees values! And hoping business will get better source of insight into the types of workshops follow-on. Your segments and that you already have teams and management, in addition some! Helping people of different ethnic backgrounds isn ’ t translating into employees ’ priorities strengths. Effective way to address it they ’ D experienced it personally on their comfort level existing...
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