Create a regular cadence by which progress around the DEI strategy and initiatives is shared and provide a call to action for employees to engage in initiatives. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. This illuminates a key part of any DEI strategy – invest in the skill-building of your leaders and people managers. The aperture for a DEI strategy can become very wide, very quickly. EVERFI empowers educators to bring real-world learning into the classroom and equip students with the Surveys are the perfect tool for measuring the … “For decades,” says The New York Times, “companies and top business schools have preached the gospel of tying pay to all manner of business goals, like stock performance and profits.” But the Times article then notes that research by Pearl Meyer, a compensation consulting firm, showed that only 78 of about 3,000 companies said that hitting diversity goals affected some part of chief executives’ pay. So what is the “formula” for getting the approach to diversity, inclusion, and equity right? Representation is a measure of diversity; the employee experience is a measure of inclusion. “Our own data,” she says, “has shown us that our more diverse and inclusive teams are significantly safer, which is the most important metric in mining; more productive in some areas of production; and definitely more engaged.”. Once there is muscle built around inclusive leadership practices, create expectations and accountability by incorporating a focus on DEI into the talent and performance management processes that make the most sense for your organization. You also have the option to opt-out of these cookies. But other types of diversity — LGBTQ+, people with physical disabilities, neurodiversity, etc. Emphasize the business case for diversity and inclusion. training. Case in point: McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. These surveys dive deeper into employee opinions which can help you with your D&I efforts. of an organization that is leaning into and being transparent current representation and diversity goals. According to her, teams often rush to set goals without intent. But he keeps an eye on the number of allies who are active in ERGs. This enables companies to identify the … Adding a question around this campaign to employee engagement or pulse surveys can provide insight into whether or not the messaging is being incorporated into everyday interactions. Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. Diversity. Your team members crave transparency. While it may be enticing to “do all of the things”, your organization will be better served by having a strategy in place with SMART (Specific, Measurable, Attainable, Relevant, Time-Bound) goals that focus on programs, policies and processes. The aperture for a DEI strategy can become very wide, very quickly. “It’s really important to look at your data to understand what your representation looks like right now,” says Cindy Owyoung, the vice president of inclusion, culture, and change at Charles Schwab, “and where you might have some opportunities for improvement.” Businesses will often look at the composition of their teams by seniority level, as well, to see where development opportunities and efforts can drive significant change. Many Canadian cities have diversity and inclusion plans and they all look pretty good on paper. 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