Companies have access to an increasingly sophisticated tool kit. As a result, they designed one with wheels and moved it around strategically, based on which teams had the greatest need for collaboration. Now, more sophisticated tools, like Slack-based chatbots, are available that allow real-time feedback to raise issues that might otherwise go undetected, provide tips on how to modify behavior, and aggregate data to monitor company performance. We must become conscious of the unconscious in order to help make an environment which is inclusive for all employees. For each individual to bring their best self forward, a … What the company is actually measuring, however, is diversity―in this case, the increase in gender representation. This book considers both the issues associated with measuring inclusion and provides examples of evidence-based good practices and models of effective measures. One study examined over 10,000 companies and found that eight out of 10 - some 8,000 companies - have a gender pay gap. It seems like examples of inequality pop up in every corner of our society, and businesses are trying to get ahead of the problem. Similar technologies can help them optimize another critical resource: the people who work there―both how they feel and perform. Some call it psychological safety. Does repositioning the conveniences help groups bridge differences? Diversity is about numerical representation―the percentage of people with one attribute versus another. We must become conscious of the unconscious in order to help make an environment which is inclusive for all employees. Better workplace data and analytics, they believe, will eventually provide keener insights. Inclusion, not so much. While there is broad consensus that diversity and inclusion are good for business, accurately measuring inclusion in conjunction with diversity is a common obstacle for business leaders. But before companies can leverage these capabilities, they must first define what inclusion means. For example, surveys are basic but useful approaches to gauge employee experience by including targeted questions. Inclusion is more subtle and complex. A common pitfall is to focus on measuring levels of diversity (and this itself is a broad church and a topic for a different time) without combining this with measurements around levels of inclusion. Research shows that diverse teams are more innovative and contribute to better business outcomes. Not unlike the sensors that capture real-time data about a physical space such as an office, sociometric badges, for example, collect data about people (with their full knowledge and consent). Humanyze, the sociometric badge company, used its own data to learn that innovation and relationship-building flourished around the company’s coffee pot. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. It is continuously created through the ways people and the organization operate. Inclusion, belonging and being held in significance are longings that all human beings have. 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… We believe that measuring inclusion should be the next big area of focus for D&I teams. In an inclusive workplace, people can do their best work and organizations can gain the full benefit of a diverse workforce. 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