Gender inequality is a global concern. Updated August 2020. Once implemented, organisations must track the progress of their efforts. Weakness: Organisation-wide representation measures can obscure biases related to function, role or department. A company can ensure diversity (for example, by the quotas), but what actually matters is if people stay and get promoted in the organization. If an organization wants to leverage the benefits of diversity and inclusion, it needs to align diversity dimensions with their strategy. 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… Felicity has over 15 years of experience working with and managing diverse workforces in blue chip companies and is a Fellow of Chartered Accountants of Australia and New Zealand. What is obvious is that the economic sustainability of an organization can be predicted on their D&I achievements. For example, for the external customers, we can take some marketing metrics: For internal customers, we can align the D&I scorecard with, for example, a procurement scorecard by linking to these indicators: Looking at the expected benefits of diverse and inclusive business environments, we can formulate these goals: Let’s start with the indicators for inclusion. In this perspective, we’ll talk about the skills and the infrastructure needed to make the diversity and inclusion strategy possible. It is important to assign responsibility for reporting the findings are well as to define the process for responding to findings. Diversity in ideas is a leading factor for innovations. Strength: Useful for identifying bias in assessment and selection. If you have already started your program without taking a baseline measure, however, you can compare your metrics to results reported in other parts of the business or industry benchmarks. Metrics also serve to neutralise the emotion associated with diversity and inclusion. Description: Tracking appointments of individuals from monitored groups compared with appointments of applicants who are not members of a monitored group. The resulting data must also be analysed to assess what is working and what isn’t with the findings used to determine what modifications or additions to the initial action plan are required. For diversity dimensions that are not tracked by an organisation, because of historical or legal reasons, focus groups are a key tool for gathering information on the challenges facing members of those groups. Goal setting theory (Locke and Latham) posits that motivation and task performance are positively correlated with setting specific and measurable goals. KPI Units: % The selection of meaningful diversity and inclusion metrics is an art, rather than a science. Ltd. Check out this article for inspiration: Best Diversity and Inclusion Videos. 1. In China, there is an urban versus rural division as well as a Western-educated dominance in leadership teams. Improvements: Exit interviews are beneficial only if there is a system in place for reporting on and responding to findings. While we let Diversity of all other types happen naturally there is one aspect we would actively like to impact: Gender Diversity. Our workforce data shows that the Civil Servi… Another idea in the context of automation is to visualize such indicators on the performance dashboards. Improvements: Track promotion applications from members of monitored groups compared with promotion applications from individuals who are not members of a monitored group. As for the inclusion, HR contributes in the form of training and better representation of minorities on the management roles, but the final results depend on people from other departments that will or will not create a feeling of inclusion for their colleagues. And since operationalizing data is a normal function for measuring key performance indicators, companies default to it as a method for measuring D&I. 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