This is achieved only through dialogue with local leaders and employees. Track customer experience and loyalty by diversity dimension. Negative messages are best delivered by the CEO. If an organization wants to leverage the benefits of diversity and inclusion, it needs to align diversity dimensions with their strategy. In the best case, it becomes a part of the company’s culture. Making the hiring process less bureaucratized and more transparent will certainly lead to a better diversity of the candidates. 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. Having a more diverse workforce is a leading factor for better understanding the needs of different groups of customers. The first step for an inclusive company culture is to measure D&I. Identifying metrics that define “why” is the first step.” This approach is foundational for a high-performance D&I program. CEO or Head of Diversity & Inclusion (D&I)) in a public forum (e.g. However, in order to determine whether a diversity program is working, you need to clearly define success for said program. That is not to suggest goal setting is easy, however. While we are now equipped with KPIs and a strategy map, it always makes sense to put those business tools aside and ask a simple question: Do the indicators and the initiatives that we introduced actually create a positive change that we expected? Further, disengaged employees may not complete the survey, skewing the results. Weakness: Does not provide information on why some groups of individuals compared with others are more likely to apply for open positions. Check out this article for inspiration: Best Diversity and Inclusion Videos. Above, we discussed some ideas applicable for the Talent Management department. Here is another proxy metric for inclusion: To understand the effectiveness of the D&I strategy, we are interested in seeing how this metric will progress over time. In this perspective, we’ll talk about the skills and the infrastructure needed to make the diversity and inclusion strategy possible. Felicity Menzies is CEO and Principal Consultant at Include-Empower.Com, a diversity and inclusion consultancy with expertise in inclusive leadership, unconscious bias, cultural intelligence and inclusion, gender equity, empowering diverse talent. The unique legal, historical, political, and cultural environments of different nations and regions determine which diversity issues are relevant. Track the time it takes for members of monitored groups to progress compared with non-monitored individuals. Weakness: Disenfranchised employees may not volunteer for focus groups. Another important idea is that the diversity targets should be realistic. What is obvious now is that organizations that aim for diversity and inclusion should revise their processes of board recruitment/succession planning. Strength: Helpful for identifying which groups are more likely to be targets of prejudice, discrimination, and harassment. However, merely tracking and reporting diversity and inclusion metrics is not sufficient. Cognitive disabilities, also known as intellectual functioning, are recognized by the EEOC when an individual meets this criteria: 1. 1 Farrer Place This does not, however, relieve the company of its ethical obligation to ensure that data is not used  to discriminate against employees, clients, or suppliers. To make the list, the diversity goals had to be written on their web site or spoken goal by their leadership (e.g. Of course, not all metrics need to be disclosed, and consideration needs to be given to the costs and benefits of disclosure of a particular metric. The digital organization of today, which operates as a network of teams, thrives on empowerment, open dialogue, and inclusive working styles. Intellectual functioning level (IQ) below 70-75 2. For the organization, it means an opportunity to adjust internal diversity and serve those customers better. The Civil Service is at its best when it reflects the diversity of the country as a whole and is able to understand what the public needs. Will those ideas be heard? However, if you have not tracked those figures before the intervention, you can compare the number of applicants for monitored groups that make it through to interview stage in the department implementing blind recruitment withthe number of applicants for monitored groups that make it through to interview stage in departments who have not made any modifications to their recruitment practices. If those ideas are taken seriously (=inclusion), an organization will enjoy some performance improvements. KPI ： Fujitsu Group aims to achieve at least Consolidated 69% from 66%(FY2019) / Non-consolidated 63% from 59%(FY2019), in favorable answers to Diversity and Inclusion … Organisations will typically measure diversity dimensions for which data is readily available, namely gender. Description: Tracking appointments of individuals from monitored groups compared with appointments of applicants who are not members of a monitored group. Robin Pedrelli is the co-founder and partner of VisionSpring, Inc. VisionSpring, Inc. is a WBENC certified, women owned and operated diversity and inclusion consulting firm offering fully integrated strategy development, workforce planning, training and continuous learning solutions to leverage diversity and inclusion to drive innovation and improved business outcomes. Strength: Useful for identifying bias in assessment and selection. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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