Hi, if you’ve been wondering how you can set up a Diversity, Inclusion and Belonging program in your organization, and you just don’t know how? Then this video is for you.
This is Jody Ann Johnson, The People Champion and Strategist with the 89th episode of “Coffee with Jody.” I can picture people being really inspired and enthusiastic about a diverse inclusion program in their organizations, and yet simply asking themselves how would I measure it?
Maybe your team is wondering, “is this the latest greatest initiative or is this real?” And you as an owner and leader have to make determinations on what it is that you’re going to monitor? How are you going to track progress and how to calculate a return on investment, all while engaging your organization and driving this initiative.
Well, the first thing you have to do is to determine what the metrics and measures are that you want for your organization. Some of the obvious ones are gender or maybe sexual orientation, but there’s a whole slew of other types of diversity that we want to be looking at.
As we consider this for our organizations, some of the things that you might want to measure would include race, nationality, ethnicity; you might want to include family status, parental status, educational level, and today even flex working.
Now it’s important that whichever metrics you choose to measure, that they reflect what’s going on locally in your community and in your industry, because not each of those is going to be as relevant in one setting as it might be in another.
So you’ll look at your industry, you’ll look at your community and make decisions about what is most important for you as the owner and leader to do next. You want to make sure that you review your data policies so that information you’re gathering can never be used against someone to discriminate against them. Data policies are very important, make sure that the identities of the metrics you’re gathering are safe.
Three different areas that you’ll want to cover are:
- Diagnosing what the risks and opportunities are.
- How are you going to track this initiative?
- How you’re going to calculate the return on investment?
Some of the metrics that you use in your organization help to identify blind spots and hidden biases. We’ll start with looking at representation, what’s already in your organization in terms of different groups that you’ve chosen to measure? How many people from the identified groups you want to measure are in your organization for what length of time, and then comparing them to the standard retention rates of other employees in your organization as a whole.
The next one would be recruitment. Are you actually recruiting to meet your diversity and inclusion metrics? And then from the recruitment effort, of all of the candidates that are interviewed, which ones get selected? We can then see whether or not there are unconscious biases.
If you look at a common example like men and women and them being promoted in the workplace, then as you evaluate your organization, take a look and see whether it’s men or women tend to be promoted more. And whether their pay and their rewards are equal. Even if its role specific, and women are being paid the same, but overall in your company, they’re not equal to men in the organization, then you can take a look at whether or not there may be a hidden bias in terms of pay and benefits.
The next area to take a look at is employee engagement. Identify whether or not the target groups that you’re looking to monitor and you’re looking to drive are as engaged in the workplace as other people in the workplace are.
From there, take a look, whether or not people stay in your organization, whether they leave voluntarily or involuntarily. In an exit interview, you can find out whether people feel that they belong there, whether they felt safe in your environment. And if they don’t, this is very valuable information for you to include in your tracking.
Another area that I’d like you to consider I and hadn’t considered it until I did some research for this particular video, is what about your suppliers, your vendors and your customers. Oh, wow! You know, do we actually have representation of these different groups that we want to monitor in our supplier base or in our client base?
So you could have both your internal and your external metrics. If you have a true commitment to diversity and inclusion and belonging, then it’s going to extend beyond the walls of your internal metrics to track. Obviously you’re going to take the areas that you’ve chosen to be most important to you and your business. Create a baseline for that, and then start tracking; most likely on a quarterly basis to the targets that you’ve set.
The next thing that you’re going to do is to calculate the return on-investment. Now this might be financial, it could be productivity related, it might be employee engagement scores, any number of things that you’re looking at that would give you a demonstrated return on your investment, financial and non-financial. Maybe it’s how many new innovative ideas have come out of the team, even that can probably be turned into a financial. You can look at productivity or you can look at cost savings for example.
And so you’ll establish a handful of ways that you want to measure return on-investment, and then at the very least publish that annually. It would be great if you actually discussed it at the level of the organization on a quarterly basis.
These are the three things you can do to measure Diversity, Inclusion and Belonging in your organization:
1. identify what you want to measure.
2. set up a tracking tool for that with a baseline and a regularly scheduled frequency of measuring.
3. Then establish a return on-investment.
Look and see what are the baselines, whether its dollars or the non-financial baseline that you want to measure, and then measure that on a quarterly and annual basis.
Hopefully this video is giving you some ideas that you can begin to do in your organization to truly cement setting up a diversity inclusion and belonging program at your company.
And if you need any help with that, then please feel free to reach out to me.
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That’s it for today. Bye for now.