Business thought leaders have preached the importance of workplace diversity for decades. Jon Whiteley explains. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Diversity Awareness. Opinions expressed by Forbes Contributors are their own. And they should also spend time deeply understanding the data that signals how their efforts are progressing, which areas need more attention, and how resources should be allocated. It encourages staff loyalty and shows commitment to good business ethics. This enables companies to identify the right targets and goals—and the right metrics to track. For diversity to bring strength, it should be valued in the corporate philosophy. Let’s begin with the positives. If you hold a position of influence in your company, you can help to ensure that your company is treating people equitably and has appropriate diversification. Potential and current employees won’t be tricked into thinking that a company is further along than it is in its diversity efforts just because the data isn’t readily available. From compliance to leadership, we offer practical solutions on how to promote equality and diversity in the workplace. We measure our performance and share our findings in reports, most recently Equality in our Workforce. The challenges of diversity in the workplace 1. When looking at pay equity, it helps to compare employees who are at the same level in comparable roles. How to Measure Diversity in the Workplace Step 1. We will continue to: make sure staff are recruited in a way that avoids discrimination People on social media are beginning to demand it, now. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. Top Ways Companies Are Measuring Their Diversity and Inclusion Progress. Workforce composition. As employers m… Apple Unveils Latest Round Of $100 Million Initiative On Racial Justice. The equation is fairly straight forward, however there are a couple of areas of concern to be aware of to ensure that you understand how to formulate this measure in an appropriate and acceptable way. But Is It Enough? In some ways, Diversity, Equity and Inclusion (DEI) work is a soft science. A vigorous approach to workplace policies, coupled with diligent reviewing processes, will make for not only a suitably diverse workforce but an open and accepting workplace culture. Acquaint yourself with employees during employee meetings, social events and recognition ceremonies. Bruce Anderson. Don’t just measure diversity, measure inclusion too. Supporting Religious Diversity in the Workplace; Measuring for results: Three key principles; Becoming an Entrepreneur in Canada: Challenges and Opportunities [+] September. Joanna Abeyie. Download an equality, diversity and inclusion policy template. Trump Celebrates Border Wall In Final Days Of Presidency - But Does It Live Up To His Promise? Providing a workplace that is conducive to accommodate the needs of employees with physical disabilities is also very important. When analyzing these responses, it is important to break down the sentiments by demographic populations. Put very simply, diversity in the workplace means that a company hires a wide range of diverse individuals. Workplace diversity does not equal workplace inclusion. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Step 3. Establish a sense of belonging for everyone. This can lead to higher employee engagement and better business results. I do want to acknowledge that I am writing from the experience of a US-based company, and that there are many complexities that come into play when assessing this data on a global level. Diversity and equality in the workplace are vital to a healthy, growing company. Configure the percentages of diversity in the workplace. Observe your employees by frequent visits to each department. Diversity is often misconceived as solely multicultural matters, however it also applies to diversity of gender, race, ethnicity, age, sexuality, language, educational, background, and so on. Identifying negative feelings through surveys can uncover opportunities on how better to approach diversity and increase employee retention. Built in partnership with Paradigm, it uncovers your blind spots and helps you focus. Diversity awareness deals with creating a workplace where individuals understand and respect the differences in race, gender, religion, cultural values and thinking styles. Measuring What Matters. Top tips for measurement and reporting: 1. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Data can be used to indicate effectiveness over time of ongoing diversity programmes (Brenman 2012). to the workplace. Measure how inclusive your organization is. Conduct focus groups. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. For each individual to bring their best self forward, a … After an eventful 2018 for the field of Diversity and Inclusion (D&I), organizations are taking a long, hard look at their workplace diversity measures. Share; As companies continue to elevate and prioritize their diversity and inclusion efforts, they have increasingly looked for ways to use data as both a meter and a motor, a tool to track improvement and to drive it. Has Social Media Ruined The Idea Of Friendship? Strength in Numbers. Managing diversity in organizations is one of the defining issues of our time. Diversity in the workplace refers to an organization that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. Too often, companies endorse human resources department activities which dedicate an excessive amount of time and energy to filling vacancies because they believe diversity is measured solely by color, race, sex and disability. However, there's more to equal employment than federal, state and local laws mandating anti-discrimination policies. It takes time and a commitment to celebrate diversity. Diversity can be measured in absolute and relative terms. Tap the resources your workforce gains from both experienced workers and employees in the beginning phases of their careers. Without Aligning diversity practices with unique organizational goals. Workers must be open-minded and non-judgmental in order to truly understand how cultural diversity can impact the workplace and make it better. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Learning should be provided all the way through your company for all staff. Leaders that care about driving diversity should of course spend a lot of time on qualitative learning and emotional skills. It’s not something that should only be covered on Management Training Courses. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Governments are beginning to require transparency and reporting on diversity, inclusion, and inequity in the workplace. Business leaders are increasingly understanding and expecting to see the value and benefits that a diverse workforce and inclusive workplace culture can bring their organisation. Rather than only paying attention … Add up how many of each work group you have. I would suggest that our companies should work to change these systems by creating even more equitable opportunities in the communities that we serve. However, key thought leaders have shed light on some crucial differences between workplace diversity and inclusion. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. There are tangible reasons for this trend. We will continue to: make sure staff are recruited in a way that avoids discrimination These characteristics include gender, race, physical ability, religion, age, and socioeconomic status, among others—or, as defined byGallup, “the full spectrum of human demographic differences.” The way to measure diversity is as a percentage of headcount. Solutions that work in one context may not be relevant, appropriate or effective in another. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. You gauge D & i differences in their employee engagement and better business results between... Response but get stuck at the surface level differences in their employee engagement data of empathy intuition! 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