Generational differences account for a lot of the transfer of knowledge and introduction of technological concepts in the workplace. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Most institutions try to promote the creation of a diverse, creative workforce, but … The creative, collaborative work styles that come from people from different generations, cultures and perspectives can improve your product and service offerings. 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. Here is the list of the top 10 workplace diversity statistics: Is everyone ‘all in’? 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. You will likely notice much more than racial differences and genders. Workplace diversity statistics. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. As an employer, you must engage in fair employment practices. Diversity measures should not focus just on where organisations are, but how far they have come (Lauring and Ross 2004). 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. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. to the workplace. The first step for an inclusive company culture is to measure D&I. Top tips for measurement and reporting: 1. 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. I am an entrepreneur, writer, artist, tech executive, mentor, wife, mother and aerial acrobat. 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. A workplace diversity initiative may seek to cultivate a balanced workforce that reflects the composition of the community, state or nation. 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 … 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. However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. But Is It Enough? There are tangible reasons for this trend. 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. 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.” But for companies that are just beginning their inclusion and diversity journey, where should they start? When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. Measure changes in supplier diversity. 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. Metrics and statistics can be clear measures of success in workplace diversity initiatives. An overall high belonging score could be misleading since employees that hold underrepresented identities often feel a lower sense of belonging. 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. It takes time and a commitment to celebrate diversity. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. It encourages staff loyalty and shows commitment to good business ethics. How to Measure Diversity in the Workplace Step 1. Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. Trump Celebrates Border Wall In Final Days Of Presidency - But Does It Live Up To His Promise? Ruth resides in North Carolina and works from her office in the nation's capital, Washington, D.C. 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. Building for Change: How To Measure Success for Workplace Inclusion and Diversity. 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. Surveys are a great way to anonymously measure and evaluate how well your inclusion efforts are actually working. Step 2. Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. 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. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. Jon Whiteley explains. Top tips for measurement and reporting: 1. 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. 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. As opposed to simply … 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. 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. As a company’s inclusion improves, performance issues go down. Remember: what you measure grows and what grows should uncover something unexpected. Many times, they look at overall favorability or average response but get stuck at the surface level differences in their employee engagement data. 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. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. It’s not something that should only be covered on Management Training Courses. This will give you some insight into the diverse values of your workforce. There are several tools a company can use to measure diversity readiness in the workplace. Here are eight others ways to measure how effective a company’s diversity and inclusion programs are. Diversity in the workplace benefits. 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. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. And sharing that data shows a level of transparency and accountability that employees value. 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. 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