What can companies do to take the stigma out of mental health and promote wellness? However, in order to determine whether a diversity program is working, you need to clearly define success for said program. As part of it, we’re making an effort to ensure interviewing panels (the people candidates talk to as they go through the hiring process) reflect our diverse employee population. Your job as an HR person is to open a dialog and engage employees in creating the kind of workplace where everyone is treated fairly and respectfully, has equal access to opportunities and resources, and can contribute fully to the organization's success. One mistake that companies often make when they first start thinking about D&I is that they don’t think intersectionally. Diversity Percentage = (41+4+2+8) / 550 = 55/550 = 1/10 = 10% There are two crucial elements to ensuring this measure is accurately and appropriately used. Measure diversity can be a tricky thing. If the accused person is VP level or above, you should use an external third party. Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. Your survey data can also help you get leadership’s attention. If you’re only interested in the experience of women in your workplace, for example, you can start with the screening question, “Do you identify as a female?” and eliminate anyone who doesn’t answer “yes.”. Few companies think to ask about things like which charities to support or whether to offer yoga instead of happy hours. Ideally, take out advertising space in publications that cater to underrepresented groups. There’s a ton to consider when you’re building diversity and inclusion into a company-wide initiative. A diversity index is mathematical measure of species diversity in the community. Sometimes bias can seep into company systems and processes, which ends up perpetuating the problem. Even if it’s unfounded, that belief might create tension at the company and suggest that you need more transparent compensation policies. Microaggressions can also have a more painful impact if the recipient already feels “other”, because that person already senses that they don’t belong. As an HR professional (or passionate advocate) charged with improving D&I, collecting diversity metrics is important. Leaders are culture-setters at their organization. Also, carefully consider what way it makes the most sense to track each segment. We interviewed Natasha Walton, founder of Tech Disability Project—a publication featuring stories by disabled tech workers—to gain some perspective. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. Yet, white men still fill nearly 70% of director positions on Fortune 500 boards—and in 2018 we hit the lowest concentration of Black executives since 2002. Make sexual harassment policies public and ensure that every employee reads them. Offer instructions for setting up an ERG on your company intranet or include a note in the company handbook. We recommend sending diversity and inclusion surveys somewhere between quarterly and twice a year. How many people may lose enthusiasm for their day-to-day work? Some planning decisions are more expensive than others, but each sends an important message. If your current executives are passionate about D&I, that’s great. Inclusion requires a culture where employees feel welcome, respected, and empowered to grow. Diversity is a term used by ecologists (scientists who study how creatures interact with each other and their environment) to describe the range of different animals living in a particular area. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. The first step toward building an inclusive culture is understanding more about the humans already behind your workforce. Diversity is easy to break down into metrics—hiring numbers, promotion statistics, demographics. Mental health is the next frontier for Diversity & Inclusion. It’s hard to really make an impact on diversity and inclusion without leadership buy in. To explore this idea, we recently did some research about one of the more difficult elements of non-inclusive behavior to qualify: microaggressions. People struggling with mental health issues tend to either feel like their challenges aren’t valid or that they’re too personal to talk about. Don’t just ask “Do we have enough women here?” Instead, ask: Do women here feel safe, comfortable, and respected? It just means that you need to be aware of those numbers in addition to some of the other areas that are typically overlooked. Typically, the value of a diversity index increases when the number of types increases and the evenness increases. Fewer than half the people in our survey said that they’d be willing to take a day off for mental health reasons, and among those who would, only 15% would give the honest reason. It’s important to focus the conversation on what the individual needs, not why; ask questions to determine what the employee may need to do their best work rather than inquiring into their medical history. This will help you understand how you’re doing in the context of your community and how you can improve. ‘Underrepresented’ is a … Most of the common diversity and inclusion challenges occur when employees’ experiences of objectivity, growth mindset, or sense of belonging are compromised. Many leaders have begun to argue that an inclusive culture is more impactful for retention than offering expensive perks. Natasha: In general, companies tend to forget that every employee is a unique individual with differing access needs. You need to understand the mindset that people have at your company so that you can address both those who feel wronged, and those who underestimate any disparity. Your company does one-directional, top-down feedback in annual reviews in lieu of ongoing conversations where the employees get to participate in setting goals and discussing their progress. Biodiversity is usually plotted as taxonomic richness of a geographic area, with some reference to a temporal scale. The survey also helps you understand what type of giving makes the most sense to your people (donations, volunteer activities, etc.) To not measure diversity and inclusion is like not measuring profits and hoping business will get better. Both the Gender in the Workplace, and Inclusion and Belonging templates can help you identify whether this type of culture exists at your company. One of the most challenging aspects of diversity and inclusion (D&I) is quantifying the value of a program or training that has been implemented in the workplace. In that case, check out why a pulse survey won’t solve all your problems. You also need to help both parties understand what “mentorship” really means at your company. Diversity will mean different things to different organisations, depending on what they need the diversity for: If you’re not sure what makes you a desirable employer from a D&I perspective, think more holistically about the opportunities for growth at your organization—these may appeal to underrepresented groups, even if they’re not explicitly focused on empowering a certain identity. Species richness - the simplest of the indices available. Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion. When you know what you can offer, promote the opportunity across internal channels. But that law will affect over 100 companies. What are the most common issues that come up? Planning a new office? CSU Los Angeles, Florida International University, and St. Mary’s University of San Antonio all have high LatinX representation. Encouraging mental health days will end up serving the entire employee base. Be careful how you categorize your segments and that you’re consistent across processes, with for example age spans. Hopefully, other companies will follow suit. If you’re interested in seeing how your company culture has changed over time, you can set up a recurring survey and benchmark your responses against your past results. You have high burnout rates and turnover. You also need an accessible first step—SurveyMonkey has an internal page that explains what types of employee resource groups are supported and a portal for making requests. Without a way to measure inclusion, executives and HR teams have to rely on their own subjective perceptions of the culture at their organization—with varied level of accuracy. The goal is to show potential candidates that there is a place here for people of a variety of different backgrounds, and that everyone can thrive. Lever’s automated EEO survey helps customers capture complete records of their diversity … The CEO of JP Morgan, Jamie Diamond, famously advocates for talking to younger people. If that’s not an option for you, then simply changing the way that you present yourself as an employer can make a difference. Instead, it gives you the fodder you need to make things right. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. They enrich the lives of their employees, add value to the business, and create a workplace where people can thrive. The best way to do this is by defining S.M.A.R.T. Culture can change as quickly as new hires join a company or energy shifts. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Here’s a summary of their recommendations: Many companies fall short by only paying attention to major violations like sexual harassment and assault, but the cultural problems that lead up to them are equally harmful, and much less obvious. One salesperson that Nextplay.ai matched with a leader on the product team helped the company identify a million dollar market opportunity. Diversity from an ethnicity perspective might mean that you don’t want to discriminate based on looks, names, or accent. Quantitative measurements are aligned with basic principles of affirmative action. Diversity and inclusion metrics are used to identify risk areas, prioritise initiatives, set targets and other program goals, assign accountability, and measure the impact of initiatives. The results from your diversity survey should give you some insight into the types of ERGs that would benefit your community. Relying on personal networks also inherently disadvantages people from underrepresented groups. What do you need in order to create an ERG? The impact that mentorship has is powerful—and lasting. You’re not alone. But many companies neglect the “I” part of “D&I” and risk alienating and disempowering their employees. Don’t just measure diversity, measure inclusion too. Here’s what each means at the most basic level. Sometimes culture problems are rooted in subjective perceptions—or misconceptions. 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. Have employees felt comfortable raising mental health issues in the past? You need vocal support. They anonymize and aggregate these reports into trend data and create actionable recommendations for companies to prevent bias, discrimination, and harassment. Species Abundance = Relative abundance of species b. People from underrepresented groups tend to shy away from applying to your company. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. At SurveyMonkey, we’ve moved away from annual reviews and instead instituted a program that we call “GIG.” GIG stands for Growth, Impact, and Goals. We recently had the pleasure of working with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian for our recent webinar, “Your toughest D&I questions answered.” Aubrey shared insights about how Atlassian—a famously inclusive company—thinks about diversity. In sustainability reports from large Swedish companies, we find that almost all D&I initiatives are connected to gender identity. How large share of the population are Muslims? If you’re using surveys for research or general policy changes instead of individual support, you can sample only a portion of your population and still get fairly reliable results. Since then, Nike has launched a major corporate overhaul, made changes to training and compensation programs, and committed to ensuring women equal opportunities. Our Inclusion and Belonging survey template is a comprehensive evaluation that helps you understand the foundations of inclusion within your workplace. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Report illegal incidents to police immediately. When mentees don’t have a structure to draw from, we found that they would avoid scheduling meetings out of fear of not knowing what to talk about and/or wasting their mentor’s time. If it does, it might be time to institute some workplace behavior training and/or clearer anti-harassment policies. If an employee has a panic attack or a muscle spasm, needs to adjust a prosthesis or needs to lay down for a few minutes, a private resting room is an extremely valuable resource. Why? Many leaders, including Lesbians Who Tech founder Leanne Pittsford, have called for the use of diversity quotas, arguing that relying on “good feelings alone” does not lead to change. Unlike explicit bias, implicit bias can be largely subconscious and unspoken. There are many different sides to gender equality, and many companies fall short by focusing too closely on only the most glaring problems. « 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. A company’s culture can vary by department, team, or even role. Here are a few metric practices that can propel your diversity efforts forward and lead to success you can measure: 1. But as common as these issues are, they still aren’t talked about openly. Many people with disabilities need flexibility when it comes to hours and location, allowing them to work from home if and when they need to, or to go to appointments during the workday. If you force it and, for example, proactively start a group for the five Black employees at your 400 person company, you risk tokenizing those people and making them even more uncomfortable. Configure the percentages of diversity in the workplace. Eating the HR analytics elephant in five chunks (Or, How to handle your post-training-stress), Five reasons to do Strategic Workforce planning Look at your public values and job descriptions—both on your website and job boards. Screening questions—questions that you ask at the beginning of your survey to weed out irrelevant survey takers—give you more accurate results and spare your employees’ time if the survey doesn’t apply to them. Launching a food product? Here’s what companies can do to educate and create a safe space. At SurveyMonkey, we provide employees with an escalation toolkit that details the process for recognizing harassment and lodging a complaint, and explains how it will be dealt with. According to SurveyMonkey research, many don’t. you can offer. If you have a high number of employees who identify as female, go to "Women in the workplace", If you have a high number of employees with a disability, go to "Disabilities at work" and "Mental health", If you have a high number of employees from a racial or ethnic minority, go to "Culture of genius" and "Belonging and underrepresented groups", If you have a high number of LGBTQ employees, go to "Belonging for underrepresented groups", If you have negative responses when you filter by gender, go to "Women in the workplace", If you have negative responses to questions about learning and growing (3, 9, 10, 17, 19), go to "Culture of genius", If you have negative responses when you filter by race, go to "Belonging and underrepresented groups", If you have negative responses when you filter by disability, go to "Disabilities at work" and "Mental health", If you have negative responses to questions about authenticity (11-13), go to "Mental health", Drill down into aspects of inclusion that are often problematic or confusing. *This guide will refer to LGBTQQIAAP individuals under the broader (though less accurate) umbrella of “LGBTQ.” This is strictly in the interest of brevity and clarity, since “LGBTQ” is the more widely-known term. We recommend you start with 2 universal, overarching surveys: 1 for diversity and 1 for inclusion. If not, there are 2 major arguments that you can make with hard numbers to back you up. Belonging is one of the hardest parts of inclusion to influence. A diversity index is a quantitative measure that reflects the number of different species and how evenly the individuals are distributed among those species. Will you actually move the needle if your efforts regarding LGBTQ+ only focus on young professionals? Starbucks recently temporarily closed 8,000 stores for a training that they developed with the Anti-Defamation League, the NAACP Legal Defense and Education Fund, and the Equal Justice Initiative. Add up how many of each work group you have. The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. Make sure to emphasize the severity of sexual harassment when talking to the subject of the complaint. Up to 80% of Americans will have a mental health condition at some point in their lives. It is HR’s responsibility to document the incident, collect notes, and communicate with both parties as soon as possible. You can also use the results of your Diversity and Belonging & Inclusion surveys to show you where to focus. SurveyMonkey has made extensive changes based on employee feedback, including changing our benefits programs to better support our employees’ values. A common pitfall is to focus on measuring levels of diversity (and this itself is a broad church and a topic for a different time) without combining this with measurements around levels of inclusion. You can hit a certain number for gender goals, but if all your women and nonbinary people are in HR and marketing, you’re not actually getting the rewards. Our templates were developed by expert survey researchers and industry experts. Then, there’s the issue of privacy. Whittaker described three common metrics used to measure species-level biodiversity, encompassing attention to species richness or species evenness: . 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That’s what this blog post is about. 1. When should you start to think about ERGs? And when many companies start thinking about diversity they say, ‘diversity equals more women.’ And that’s a great intention, but sometimes that means you don’t think about different groups of women within that group. When you’ve gotten a read on your company culture as a whole, it’s time to go deeper into specific areas of focus. Will you provoke discontent by asking? This is especially pressing if you’re building mentorship around a shared identities like gender or race. We’ve found that the best meeting cadence for most professionals’ schedules is once a month. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. You can read through all of them if you like, or skip to the areas that you think are the most relevant to your company, based on your results from the inclusion survey. Make sure that what you measure also covers what you actually want to follow up on. These surveys give you a baseline breakdown of your current demographic makeup and whether or not employees of all backgrounds feel a sense of belonging. But that’s far from standard, even in roles where the majority of the work is digital. Diversity numbers tell you the overall makeup of your population, and which groups are underrepresented. Or, the people who do have a disability are less happy than their able peers. Make sure that you understand what to base your targets on, regardless if you want to be on par or better than average.

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