how to measure diversity
It is HR’s responsibility to document the incident, collect notes, and communicate with both parties as soon as possible. Microaggressions usually aren’t a conscious choice. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Culture can change as quickly as new hires join a company or energy shifts. Asking about race, gender, and sexual orientation in your surveys can feel personal and invasive, but respondents are rarely put off by them. Just changing a few words can radically change the way that both employees and candidates view your organization. ERGs are empowered by the fact that they’re self-driven, and you need passionate employees to take on leadership roles. 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. Species density or the number of species per m 2 is most commonly used to measure species richness. Spectra Diversity serves clients nationwide. Set hiring and leadership diversity quotas. Measure changes in supplier diversity. Take advantage of the opportunity by asking key questions about your company overall. Mentors learn valuable teaching and leadership skills. This norm unnecessarily burdens people who have a lot of appointments or need to take a mental health day. Some planning decisions are more expensive than others, but each sends an important message. A few straightforward changes can make a big impact. But that’s far from standard, even in roles where the majority of the work is digital. Promotions at your company are inconsistent. If an employee had a mental health issue, would they have resources with which to address it? A three year study of U.S. venture capital firms released in the Harvard Business Review found that diverse firms had IPO/acquisition success rates that were 26.4% to 32.2% higher than those of ethnically homogenous firms. 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. Where did you grow up? Another study of 1,700 companies across the world found that diverse companies consistently deliver higher innovation that non-diverse companies. Are employees expected to broadcast the reason why they are missing a meeting to their team? But as we all know, there are many good reasons for having a diverse workforce. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. We recommend you start with 2 universal, overarching surveys: 1 for diversity and 1 for inclusion. SurveyMonkey: What do companies tend to overlook when it comes to supporting disabled employees? A 2-question survey should tell you everything you need to know to decide whether there is employee interest in an ERG certain identity. A study by Tiny Pulse found that transparency is the factor most strongly correlated with employee happiness. HBR research has proven that diverse teams perform better, but you only get those benefits if each team has a variety of different viewpoints represented. That isn’t to say that hiring people of different ethnic backgrounds isn’t important. You might also choose to publish some of your findings in an effort to be transparent and open about where your company is doing well or needs improvement. Your company does one-directional, top-down feedback in annual reviews in lieu of ongoing conversations where the employees get to participate in setting goals and discussing their progress. TEQuitable helps companies address problematic behaviors before they escalate and become more severe. 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. This study produced by Australia’s largest universities, for example, provides a benchmark for Australia’s workforce. Make sure that respondents from each major demographic are represented, and err on the side of including more people. And don’t forget to track the numbers on your scorecard! But that law will affect over 100 companies. 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. You have your diversity survey metrics, you see the gaps, and you’re worried. We use the phrase “You happen to SurveyMonkey” to encourage employees to make an impact. You would be surprised the answers and looks we often get. From there, we’ll drill down into the specific areas where companies tend to struggle. 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. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. One salesperson that Nextplay.ai matched with a leader on the product team helped the company identify a million dollar market opportunity. The impact that mentorship has is powerful—and lasting. Employees have vocalized interest in training programs or other professional development tools, and you haven’t been able to offer them. Inclusion, on the other hand, is relative to how everyone else is treated. Will you provoke discontent by asking? Even the most diverse companies can’t be successful without inclusion. Have employees felt comfortable raising mental health issues in the past? Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. The best results come from creating a diversity and inclusion initiative and continually making improvements – from leadership down. The first step toward building an inclusive culture is understanding more about the humans already behind your workforce. If they reflect enthusiasm, you have a clear opportunity to boost engagement. Don’t think that generic goals, like those about diversity, are good enough. But as we all know, there are many good reasons for having a diverse workforce. Remember that 70% of disabilities are invisible and disabilities may develop or change over time. We share more of our thinking around this and how to frame it for yourself in this blog post. The term “culture of genius”, coined by Stanford researcher Carol Dweck, sounds deceptively positive. Do managers at my company know how to deal with mental health issues? Mentorship programs that are allowed to grow stagnant don’t work. Diversity quotas don’t solve the whole problem, but they’re a great place to start. All of these issues can be successfully addressed with more flexible policies and sensitivity training for management-level employees. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. The time people spend at work is an unmatched chance for change that helps an employer’s culture and bottom line. This is a great way to hold your org accountable for change. But avoiding hard truths about employee perception won’t fix the problem. The causes that a company chooses to support unite its workforce. Profitability, less risk for groupthink, and an increased innovation pace. The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. When you’re asking about sensitive topics, you’re asking respondents to be vulnerable. Belonging is one of the hardest parts of inclusion to influence. To explore this idea, we recently did some research about one of the more difficult elements of non-inclusive behavior to qualify: microaggressions. This guide includes a lot of survey templates—because diversity and inclusion is layered and multifaceted. ), 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. But everyone struggles with mental health sometimes, and consistent issues are more widespread than you might think. Our Inclusion and Belonging survey template is a comprehensive evaluation that helps you understand the foundations of inclusion within your workplace. If you’re reading this guide, you already know that diversity is important, and you might be responsible for promoting it at your organization. Natasha: In general, companies tend to forget that every employee is a unique individual with differing access needs. Here’s what each means at the most basic level. According to McKinsey, companies within the top quartile for diversity are 21% more likely to have good financial performance than companies in the bottom quartile—probably as a result of having a broader understanding of market needs. 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. Are the percentages and numbers of the workforce aligned with the general workforce of the local area, state, or nation? There are then various ways to … Our research also found that young people and racial minorities are more likely to struggle with anxiety and depression—which makes sense for groups that tend to face higher scrutiny. Consider this recent report from Harvard Business Review (HBR): HBR uncovered that companies and geographies which value diversity, show a direct uptick in market share. Natasha: Beyond offering an accommodations process and flexible work policies, offices can provide noise-free work areas and private resting rooms. People with different religious backgrounds? At the same time, you might also have a program in place that no one is using. 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. 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. People who come from different backgrounds have different needs. Sometimes culture problems are rooted in subjective perceptions—or misconceptions. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. That might be a standing check in email reminder, internal events for mentors and mentees, or anything that keeps them feeling connected. 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. You have high burnout rates and turnover. On the other hand, inclusion is essential, but not as long as you’re just a bunch of healthy 30-year-old white dudes. When you know what you can offer, promote the opportunity across internal channels. Why is mental health so important from a business perspective? Having parents in the room might remind you to include breastfeeding rooms. You can read each section, or go straight to the sections that are most relevant to your business. At SurveyMonkey, we’ve moved away from annual reviews and instead instituted a program that we call “GIG.” GIG stands for Growth, Impact, and Goals. Analyze suppliers and vendors to determine how many are minority owned. There are a few factors that come into play: ignorance and lack of education about the right way to behave and hesitation to ask questions. What are your long-term and immediate goals?) We should be able to go to work and put forth our best effort without needing to explain our disabilities or accommodations to every curious colleague. SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? Diversity will mean different things to different organisations, depending on what they need the diversity for: 2. TEQuitable provides a confidential platform for employees to get advice when they are made to feel uncomfortable in the workplace. This applies to every template in this guide, not just the diversity survey. 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. A diversity index is a quantitative measure that reflects the number of different species and how evenly the individuals are distributed among those species. Encourage your people to refer candidates from diverse backgrounds, and consider altering your referral bonus to promote diverse hiring. 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. 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. 22% of Black college graduates chose a HBCU as their alma mater, and according to a Gallup poll of thousands of students, their education gave them the tools they need to thrive. And perception of culture can differ dramatically from person to person. 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. Many of the stories reported on our platform could be considered microaggressions. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. People over 60? Objectivity: Do people feel like promotions and policies are fair and transparent? 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. The importance of inclusion is easy to understand, but the layers of company culture that make up “inclusion” aren’t. Eating the HR analytics elephant in five chunks (Or, How to handle your post-training-stress), Five reasons to do Strategic Workforce planning Profitability, less risk for groupthink, and an increased innovation pace. Healthier employees are better set up for success and more likely to infuse confidence and positivity into your culture. Companies should facilitate mentorship programs—not rely on individuals to find help themselves. Make sure to emphasize the severity of sexual harassment when talking to the subject of the complaint. Entry: Whereas exit interviews are common practice, entry interviews (or in this case, surveys) are much less common. U.S. businesses lose $17 billion and 217 million days are lost annually in workplace productivity due to mental health conditions. Look at your public values and job descriptions—both on your website and job boards. Members of the LGBTQ* community? True diversity is expansive, and the differences between people aren’t always visible. In sustainability reports from large Swedish companies, we find that almost all D&I initiatives are connected to gender identity. Track your diversity statistics over time. When people using our platform meet up for the first time, we offer some recommended prompts (What is your background? Add up how many of each work group you have. 1. If not, there are 2 major arguments that you can make with hard numbers to back you up. It’s always about people and their lives (especially so in this case), so you need to handle it with care. People from different backgrounds are better at recognizing a broader range of market opportunity—which is why diverse businesses do better as a whole. We’ve included a list of common triggers and mistakes at the end of this guide so you can double-check your instincts. Leaders, for example, might see things differently than the people who work for them: Our research for Harvard Business Review found that 83% of executives think they encourage curiosity at work, but only 52% of employees agreed. 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. They’re a challenge because workplace factors such as job strain, lack of control, and unsupportive managers can trigger or exacerbate mental health conditions. Organizations that create a supportive mental health culture will do good by their employees and by their bottom line. NextPlay.ai is a mentorship software and mobile app that pairs mentors and mentees within an organization based on goals and shared outlook, and walks them through the first stages of mentorship. Does mental health or related issues appear in our handbook? To shift our country’s cultural dynamic, companies need to lead the way. Mentorship is a huge professional advantage, and unequal access to quality mentors is a major problem when it comes to building a diverse and inclusive workforce. You also need to help both parties understand what “mentorship” really means at your company. Difficult to define because definition consists of two distinct components: i. Even people with good intentions might not understand how their words and actions could be offensive or ask questions to increase their understanding. “Inclusive” cultures don’t necessarily mean they are “fun.” In fact, companies that “work hard, play hard” can be decidedly non-inclusive. 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. People struggling with mental health issues tend to either feel like their challenges aren’t valid or that they’re too personal to talk about. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. SurveyMonkey has made extensive changes based on employee feedback, including changing our benefits programs to better support our employees’ values. 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T tied to compensation insights, the insights are never found in the past ll... Employees feel welcome, respected, and an increased innovation pace, names, wait... Story about their disabilities, and a clear opportunity to grow stagnant don ’ t changed—so how do like! Can set up employee Resource groups, or wait for them to share their on. That generic goals, like those about diversity and inclusion start influencing employees before they and... Behavior training and/or clearer anti-harassment policies consistently deliver higher innovation that non-diverse companies happiness... Is once a month inclusion data with employee engagement numbers see if you want to be as! Feedback program, try combining your inclusion data with employee happiness to how to measure diversity employees address in. Survey researchers and industry experts resources with which to address inclusivity in your organization their! 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