how to measure diversity

However, workplaces are also an opportunity. Typically, the value of a diversity index increases when the number of types increases and the evenness increases. This will give you the percentage of each group. ‘Underrepresented’ is a … Inclusion requires a culture where employees feel welcome, respected, and empowered to grow. Prioritize data that truly drives diversity and inclusion. Then, there’s the issue of privacy. Species density or the number of species per m 2 is most commonly used to measure species richness. Mentorship programs need to establish a sense of continuity. And as always in data collection, make thought-through decisions. Even if it’s unfounded, that belief might create tension at the company and suggest that you need more transparent compensation policies. 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. Getting different viewpoints is the best way to create innovative solutions. Offer instructions for setting up an ERG on your company intranet or include a note in the company handbook. Belonging: Are employees certain that there is a place for them—and people like them—at your company? Surveying your employees about diversity and inclusion tells your employees that they are company values. And of course, the simple fact that you want to be a decent employer that does not discriminate. But avoiding hard truths about employee perception won’t fix the problem. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. 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… Just as you measure your height in feet and inches, scientists need a way to quantify diversity. Whittaker described three common metrics used to measure species-level biodiversity, encompassing attention to species richness or species evenness: . 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. Remember that 70% of disabilities are invisible and disabilities may develop or change over time. Will you actually move the needle if your efforts regarding LGBTQ+ only focus on young professionals? Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. 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. Microaggressions are indirect, sometimes subconscious words or actions that make someone feel attacked or uncomfortable—often as a result of their identity. Natasha talked about what companies do well, what they overlook, and how they should communicate about disabilities in the workplace. And perception of culture can differ dramatically from person to person. According to SurveyMonkey research, many don’t. Divide each number by the total number of employees and multiply the number by 100. for everyone. These surveys give you a baseline breakdown of your current demographic makeup and whether or not employees of all backgrounds feel a sense of belonging. 60% of employees say their compensation is fair relative to others at their company. Later in your feedback program, try combining your inclusion data with employee engagement numbers see if you can find a correlation. The Diversity survey gives you baseline demographics, and the Belonging and Inclusion survey includes dozens of different dimensions for evaluating inclusion. Look at your public values and job descriptions—both on your website and job boards. You’re not alone. You yourself may not have the authority to weigh in on high-level hiring decisions, but if you can argue your case with executives or others who do, you could make a major positive difference. When measuring diversity you should consider elements such as the demographic data from a representation point of view as well as throughout the whole employee life cycle (recruitment, promotion, access to training and development etc). What can companies do to take the stigma out of mental health and promote wellness? 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. And when many companies start thinking about diversity they say, ‘diversity equals more women.’ And that’s a great intention, but sometimes that means you don’t think about different groups of women within that group. Species Richness =Variety of species or the number of different species (or genera, families, etc.). Instead, inclusive environments are nurturing and open-minded. Inclusion, on the other hand, is relative to how everyone else is treated. People who come from different backgrounds have different needs. Or are you ready for a chat about inclusion? The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. They enrich the lives of their employees, add value to the business, and create a workplace where people can thrive. A company called tEQuitable uses technology and expert guidance to help address this. Encouraging mental health days will end up serving the entire employee base. SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? Many of the stories reported on our platform could be considered microaggressions. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. 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. 2) Are you interested in leading? There are then various ways to … Diversity and inclusion metrics are used to identify risk areas, prioritise initiatives, set targets and other program goals, assign accountability, and measure the impact of initiatives. Prospects know that they’ll be working with people who with similar passions and priorities. Promotions at your company are inconsistent. Unsurprisingly, Latinas were much more aware of the issue—51% said they’d experienced it personally. Instead, focus on goals. 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. Using this method can help you keep from giving employees survey exhaustion, but it does risk overlooking subgroups of your workforce, so be conscious of that as you plan your feedback program. You’re legally obligated to take accusations of sexual assault and harassment seriously, and surveys simply aren’t appropriate. 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. Problems that start small spiral and eventually become major problems. TEQuitable provides a confidential platform for employees to get advice when they are made to feel uncomfortable in the workplace. People with disabilities are constantly asked inappropriate questions from coworkers about their bodies and mobility devices. Belonging is one of the hardest parts of inclusion to influence. The first step toward building an inclusive culture is understanding more about the humans already behind your workforce. First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. Use workforce data from unions, NGOs, vendors, or universities to understand what each segment looks like. Microaggressions are challenging because it’s not always clear what to do about them. These types of workshops and follow-on discussions equip companies to create a psychologically safe team culture. We used the template to survey 843 working Americans, and the results were telling: The business significance of these findings is profound. Sometimes culture problems are rooted in subjective perceptions—or misconceptions. 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? How women (and people of other genders) are distributed within your organization (are there certain departments that skew one way or another? A 2-question survey should tell you everything you need to know to decide whether there is employee interest in an ERG certain identity. And companies are starting to pay attention. Diversity tracking seems like it should be straightforward, but if you really want to support your employees work toward a more balanced workforce, you need to think beyond traditional demographics—which really comes down to asking more than the obvious questions. You have your diversity survey metrics, you see the gaps, and you’re worried. The impact that mentorship has is powerful—and lasting. Even businesses with the best intentions drag their heels when it comes to making change. Because sometimes the most rewarding combinations can come from peers, or through “reverse mentorship.” Maybe a CMO wants to learn more about how content marketing works, or a director wants to get a better grasp on social media. At SurveyMonkey, we provide employees with an escalation toolkit that details the process for recognizing harassment and lodging a complaint, and explains how it will be dealt with. People from underrepresented groups tend to shy away from applying to your company. 8 out of 10 employees report this stigma as a barrier to getting treatment. Get a baseline read on your company’s diversity metrics and company culture. Quiet can be really important for many people with disabilities (as well as non-disabled employees) and is a scarce commodity in open-plan offices. If your current executives are passionate about D&I, that’s great. No company wants to have a culture where not every employee feels like they can thrive, but it’s hard to address problems when you don’t know they exist. Diversity and inclusion start influencing employees before they’re even hired. Hopefully, other companies will follow suit. 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. Awareness about pay gaps vary. Microaggressions usually aren’t a conscious choice. 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. What are your long-term and immediate goals?) It can establish confidence that lasts throughout the mentees career—which is especially critical for people from underrepresented groups. Jon Whiteley explains. But many companies neglect the “I” part of “D&I” and risk alienating and disempowering their employees. Together these three areas define your employee experience, and you need all three if you want employees to feel comfortable and empowered. Above all else, you need enthusiastic employees to lead the groups. If it does, it might be time to institute some workplace behavior training and/or clearer anti-harassment policies. 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. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. We want potential employees and customers to know what we value and why. How many great ideas might never get raised? Be conscious of language. If you’re worried about how employees perceive mental health, or aren’t sure whether your company does enough to support employees’ mental health, ask yourself these questions: If the answer to those questions is no, it might be time to reevaluate your company’s position on mental health, and consider one of the solutions Mind Share suggests. Launching a food product? Make sure that you understand what to base your targets on, regardless if you want to be on par or better than average. It’s hard to really make an impact on diversity and inclusion without leadership buy in. Be transparent about the reason you’re sharing the survey. If you fix the system by establishing practices that prevent unconscious bias from creeping in, you can prevent the behavior from occurring. That isn’t to say that hiring people of different ethnic backgrounds isn’t important. 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. Another key piece is leadership buy-in. In those cases, it makes sense to measure Diversity and Inclusion at the same time to avoid survey fatigue. As an HR professional invested in building a diverse and inclusive culture, you should be thinking about all of these areas, but you probably shouldn’t survey for all of them (at least, not at once). If an employee had a mental health issue, would they have resources with which to address it? You would be surprised the answers and looks we often get. 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People from different cultures will be able to weigh in on how it might sit with their palates. However, in order to determine whether a diversity program is working, you need to clearly define success for said program. Finally,  internal trainings or meetups where employees can learn and talk safely about mental health at work lead to a more open culture around mental health challenges. They’re not. ERGs are empowered by the fact that they’re self-driven, and you need passionate employees to take on leadership roles. For example, if there is an inner circle at your organization made up … Sexual harassment is complex, and often deeply emotional, to communicate through a survey. Because sexual harassment is best addressed directly with the person impacted—not studied as an aggregate of anonymized data. Is it a part of their training? As with all insights, the insights are never found in the overall data. Use surveys to establish an ongoing conversation with your employees. Having parents in the room might remind you to include breastfeeding rooms. Respondents might be more likely to share information about themselves if they know that their responses will help support diversity and 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. U.S. businesses lose $17 billion and 217 million days are lost annually in workplace productivity due to mental health conditions. The template covers areas ranging from diversity and inclusion to environmental concerns to humanitarian aid. Although HR leaders do need to give employees the tools they need to start an ERG, it’s not your place to start one without eager participants. Homogenous leadership hurts retention, recruitment, and the sense of belonging that keeps people from underrepresented groups engaged at their jobs. They’ve partnered with major companies like SAP and Pandora, as well as smaller companies, and have seen a gamut of different systems and company cultures. It can also just be a question of publicizing things that you already have. The individuals facing mental health challenges are already at your company, but struggling in silence due to the prevailing stigma at work. Create gender-inclusive labels for the bathrooms that say something like, "Use the restroom that most closely aligns with your gender identity.". This study produced by Australia’s largest universities, for example, provides a benchmark for Australia’s workforce. You have high burnout rates and turnover. We asked them to share their thoughts on how to identify and address microaggressions to create a culture of belonging. The first step to building a stronger mentorship program is understanding where mentorship at your company currently stands. Encourage your people to refer candidates from diverse backgrounds, and consider altering your referral bonus to promote diverse hiring. This is especially pressing if you’re building mentorship around a shared identities like gender or race. But everyone struggles with mental health sometimes, and consistent issues are more widespread than you might think. If you’re not getting interest from qualified candidates from underrepresented groups, the first step might be to consider your pipeline. In sustainability reports from large Swedish companies, we find that almost all D&I initiatives are connected to gender identity. Diversity is absolute; you can measure the percent of diverse employees in your organization and set target goals for improvement. Microaggressions can also have a more painful impact if the recipient already feels “other”, because that person already senses that they don’t belong. You need to understand the mindset that people have at your company so that you can address both those who feel wronged, and those who underestimate any disparity. Do you like this post about how to measure diversity? 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. Measuring Species Diversity 1. How large share of the population are Muslims? Make sure that you understand what to base your targets on, regardless if you want to be on par or better than average. Even people with good intentions might not understand how their words and actions could be offensive or ask questions to increase their understanding. In these workplaces, many female employees don’t feel respected (or sometimes even safe), minorities can be painfully underrepresented, people with disabilities often don’t have the resources they need to succeed, and so on. Due to regulations on data protection, you might not be able to collect some data-points into your HR-system. 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. Relying on personal networks also inherently disadvantages people from underrepresented groups. Make sure that all your processes can be tracked in data, presented in numbers, and developed through grounded insights. Our templates were developed by expert survey researchers and industry experts. Does mental health or related issues appear in our handbook? Since then, Nike has launched a major corporate overhaul, made changes to training and compensation programs, and committed to ensuring women equal opportunities. 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. 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. ), 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. In July of 2018, SurveyMonkey partnered with Paradigm, a consulting firm that specializes in diversity and inclusion. Two changes that can make a major impact: 1. 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. Leverage continuous, immersive, and action-oriented education. Have employees felt comfortable raising mental health issues in the past? However, species richness increases with sample size. 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. Sexual harassment and incivility in the workplace more broadly is more likely to exist in environments where aggressive attitudes are normalized through shared humor or assumptions. It might sound silly but one thing I always ask clients is how do you measure success? You asked about disabilities in your diversity survey, and the number that you got back was higher than you expected. This is a great way to hold your org accountable for change. Diversity and Inclusion usually come in pairs, but there is a certain order in which you might want to do things. If you don’t have a mentorship program in place at your company, certain employees or teams might still have organically created mentorship roles. Diversity numbers tell you the overall makeup of your population, and which groups are underrepresented. Spectra Diversity LLC is a woman-owned diversity and inclusion company. This tells employees they are the ones who define our company culture. Where diversity is about variety, inclusion is about having a solid foundation for supporting employees and their different needs. There’s a lot of room for improvement here. The Census Bureau recently found that people are no more likely to skip these types of questions than any other. The importance of inclusion is easy to understand, but the layers of company culture that make up “inclusion” aren’t. A few straightforward changes can make a big impact. Measure changes in supplier diversity. Mind Share partners with leading organizations to support employees with mental health conditions through workshops, education, and consultation. It’s your job to point it out. Conduct an internal investigation as soon as a complaint is lodged, and consider engaging an outside firm. 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. Email aliases or dedicated channels on your company messaging service are great places to start. Here’s a summary of their recommendations: Many companies fall short by only paying attention to major violations like sexual harassment and assault, but the cultural problems that lead up to them are equally harmful, and much less obvious. To understand the experiences of women employees, raise nuanced questions. When companies prioritize mental health, it pays off. But as we all know, there are many good reasons for having a diverse workforce. There is an increasing interest in how genetic diversity may correlate with and influence community and ecosystem properties. 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. 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