For example: What does your direct manager say or do that makes you feel valued and respected? No single set of numbers is best for everyone, but here are some examples of metrics that companies are using to increase diversity and create a more inclusive workforce culture. A national conversation about inclusion is happening. Measurement is important to establish the extent and depth of exclusion and to monitor progress toward inclusion. For example, the current backlash against open offices and their presumptive benefits. Caveat: Doing this well requires reaching out to many different types of employees—not just members of employee resource groups. Where does it fall short? Companies that want to create a scorecard for inclusion, or use those measures to assess and reward leaders, must be extremely careful not to conflate inclusion with diversity—that is, the dancing with the party. To combat this trend, leaders decide to increase their efforts to hire and promote female leaders. These differences may have implications for women’s career advancement, says Manish Goel, CEO of Trustsphere, which tracks relationship networks within companies. Once they take corrective measures, they can analyze subsequent messages to gauge whether they are having any impact. In other cases, leaders say that inclusion’s simply too soft, or subjective, to be measured—let alone to be held accountable for. Defining diversity broadly will likely necessitate the establishment of new data … But inclusion is not just a feeling, nor a static state. This webinar discusses data and approaches that can be used for measuring social inclusion. 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). On the upside, many companies have developed a clear understanding of what inclusiveness means in their culture. What is Digital Transformation and What Does it Mean for Workplace Design? The paper also highlights that diversity management, a common practice to quantify or measure (employee perception of) inclusion, is not an appropriate method to capture organizational inclusion. They have also educated their workforce, from top to bottom, about what makes for an inclusive workplace and why that matters. To gather more information about a topic, like diversity and inclusion, you can use a pulse survey. Diversity is easier to tally. These surveys dive deeper into employee opinions which can help you with your D&I efforts. Trump to leave office with the worst jobs record since Herbert Hoover That would tell us which network factors were most strongly related to inclusion (although it still would not show causality–that is, which factor drove the other). Inclusion is being asked to dance.” – Verna Myers ®. Measuring the success of diversity and inclusion training is not a straight-forward as other training topics; it takes long-term tracking, benchmarking, and qualitative measurement. In fact, they are quite different. It seems like examples of inequality pop up in every corner of our society, and businesses are trying to get ahead of the problem. Humanzye protects the identity of individual employees; client companies receive reports based on anonymized, aggregated data. Caveat: Because diversity is much easier to measure than inclusion, companies sometimes think they are doing the latter when, in fact, they are not. “Diversity is being invited to the party. How is social inclusion measured? Find out more about specific initiatives you should implement in your workplace to focus on measuring D&I. If you want to know whether your employees’ experience aligns with your company’s ideals—at scale—you can just ask. Quantitative measurements are aligned with basic principles of affirmative action. Conventional Measurements Conventional measurements rely on counting the number of people within an organization who belong to each of several ethnic and racial categories; … How can a company be inclusive if its people do not try to imagine what it might be like in someone else's shoes? Some have gone a step farther: They are using a variety of tools and methods to measure both inclusiveness and the factors that will continue moving the needle in the right direction. Diversity and inclusion is a challenging subject to tackle and even tougher to measure and report on. Here, too, tools are available to train employees, ranging from traditional training sessions to virtual reality-based empathy training. Technology has really opened the door to measuring behavior and employee interactions that can detect whether patterns of behavior are inclusive. Sometimes the answer surprises them: increasing diversity should not be your goal. Are collaborations with senior management, participation on priority projects, and involvement in important meetings the same for women and men when controlling for other factors like job level or tenure? But is that inclusion? Without a way to measure inclusion, executives and HR teams have to rely on their own subjective perceptions of the culture at their organization—with varied level of accuracy. If inclusiveness has such a positive business impact, why aren’t companies doing more or doing better at it? We asked a panel of experts who brought together multiple perspectives on the topic of what inclusion means, and here's what they had to say: Together, these capture key elements of inclusion in the workplace, and the panel raised some important themes, like empathy and psychological safety. At another company, ONA revealed that women who had a strong relationship with a senior-level leader were the most likely to be promoted. They tell you that you either have a problem or you don't. Diversity and inclusion are often treated as synonyms or strung together like a hyphenated last name. In fact, cognitive research suggests that our brains are hard-wired to belong. It is continuously created through the ways people and the organization operate. Humanyze, the sociometric badge company, used its own data to learn that innovation and relationship-building flourished around the company’s coffee pot. Similar technologies can help them optimize another critical resource: the people who work there―both how they feel and perform. In the longer term, that could put the company at a competitive disadvantage. Better workplace data and analytics, they believe, will eventually provide keener insights. 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. Caveat: The more sophisticated the technology becomes for collecting and analyzing employee data, the greater the imperative for companies to be completely transparent about their practices: what data they are collecting, along with how and why they are collecting it, how it will be managed, how it will protect individuals, and so on. It quantifies and visually depicts the representation of easily measured aspects of diversity within a network. Which groups are under-represented in th… It is continuously created and reinforced—or undermined— through everyday conversations, meetings, leadership behaviors, managerial practices, and corporate policies. Diversity is about numerical representation―the percentage of people with one attribute versus another. 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