One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. Caveat: Because diversity is much easier to measure than inclusion, companies sometimes think they are doing the latter when, in fact, they are not. We also have a robust, proven framework for identifying which metrics matter when it comes to diversity. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. Use surveys to establish an ongoing conversation with your employees. Diversity and inclusion-related questions can be sensitive, so there are a few ways that you can make your survey more comfortable for employees. That’s still the area where businesses fall short. True diversity means having people from all kinds of backgrounds and identities at every level of your organization. You’re legally obligated to take accusations of sexual assault and harassment seriously, and surveys simply aren’t appropriate. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. If you fix the system by establishing practices that prevent unconscious bias from creeping in, you can prevent the behavior from occurring. Diversity and inclusion start influencing employees before they’re even hired. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Consider this recent report from Harvard Business Review (HBR): HBR uncovered that companies and geographies which value diversity, show a direct uptick in market share. Where diversity is about variety, inclusion is about having a solid foundation for supporting employees and their different needs. If your employees’ answers are troubling, it will create a sense of urgency around addressing them. Measuring What Matters. Are our mental health programs or policies publicized and available to all employees? The Inclusion template includes questions about demographics like gender, race, and age, so you can filter your results to see whether there are different answers among different groups. Quiet can be really important for many people with disabilities (as well as non-disabled employees) and is a scarce commodity in open-plan offices. You might also choose to publish some of your findings in an effort to be transparent and open about where your company is doing well or needs improvement. A diversity index (also called phylogenetic or Simpson's Diversity Index) is a quantitative measure that reflects how many different types (such as species) there are in a dataset (a community) and that can simultaneously take into account the phylogenetic relations among the individuals distributed among those types, such as richness, divergence or evenness. Mentorship programs that are allowed to grow stagnant don’t work. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. Homogenous leadership hurts retention, recruitment, and the sense of belonging that keeps people from underrepresented groups engaged at their jobs. What do you need in order to create an ERG? Measuring Species Diversity 1. Or been hesitant to ask employees about accommodations they may need? The way that you structure your office space conveys your company priorities. We should be able to go to work and put forth our best effort without needing to explain our disabilities or accommodations to every curious colleague. According to SurveyMonkey research, many don’t. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above the medians. According to PR specialist Sarah Stoddard, of Glassdoor: Employers need to work a little harder to find and retain talent. 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