The metrics are centred on four pillars, encompassing a number of ESG factors: People: Diversity reporting, wage gaps, and health and safety. Diversity Overview Connect diversity initiatives to business outcomes through meaningful metrics, benchmarks, expert analysis, and effective training More > Diversity Insights Capture the business impacts of your D&I program through boardroom-ready benchmarking, analysis, and reporting More > Diversity is an important topic for leading companies all over the world. Its mission is to help organizations become sustainable through inclusive cultural and behavioral change. The Diversity Best Practices Benchmarking Tool collected D&I data representing more than 1.2 million employees across 14 industries at more than 53,000 worksites nationwide. Company-wide metrics help show the impact of diversity and inclusion projects on the business. Supplier diversity is maturing, becoming more ingrained in every aspect of doing business and recognized as vital to the bottom line. Crescendo is the diversity & inclusion education app for Slack and we’re on a mission to help companies create more inclusive workplaces. By tracking the metrics behind your diversity programs, you can make data-based decisions about resource allocation, report to senior-level management, and drive organizational change. Reporting Diversity. IMA India’s 2019 Diversity and Inclusion Benchmarks provides actionable yardsticks for companies to measure themselves on diversity-related metrics and parameters. The European Banking Authority (EBA) issued a benchmarking analysis of diversity practices at EU level showing that only a limited number of institutions have already adopted a diversity policy. National Diversity and Inclusion Benchmarking Study Senior Leaders and Diversity Personnel. Correlational metrics are major storytellers when measured against ranked method metrics, demographic metrics, and company-wide metrics.Correlational metrics to use: Turnover (both voluntary and involuntary) rates by department, demographic metrics, and seniority, Employment status (eg. This report provides an overview of the current state of diversity reporting in Europe. Canadian Centre for Diversity and Inclusion www.ccdi.ca 2 About the Canadian Centre for Diversity and Inclusion . Our Diversity and Inclusion Index ranks over 7,000 companies to identify the top 100 publicly traded companies with the most diverse and inclusive workplaces, as measured by 24 separate metrics … Specifically, Service representatives balked at the idea of “common metrics,” but the Metrics Subcommittee found that these reservations concerned establishing common benchmarks, not … Based on the Fortune 100 companies’ 2018 and 2019 proxy statements, 23% of the Fortune 100 companies do not report information on diversity and the other 77% report the information using different metrics. Alarming Statistics on Employee Engagement for 2017 Kazoo . The method gives numbers behind outcomes that are important but difficult to quantify. Diversity and inclusion aims to ensure everyone can do their best work, not just a specific group of people. Diversity and inclusion (D&I) stretches across the whole organization, so D&I success metrics should too. What they reveal - and what they don't - about diversity, equity, and inclusion While scholars do distinguish between diversity and inclusion and note the importance of the latter (for example, see Claeys-Kulik and Jorgensen 2018), little attention has thus far been paid to either setting inclusiveness goals or to developing the metrics that would be appropriate for measuring them. Cross-tabulations are presented against key attributes to enable a deeper understanding of success factors: In terms of depth and detail, the report is a first of its kind exercise in the Indian context. If you haven’t formed one yet, start an inclusion committee to help make sense of any feedback received and metrics considered. You can pull these directly from your D&I strategy if you’ve already created one, or talk with your D&I executive sponsor to get their ideas and feedback. DUBLIN--(BUSINESS WIRE)--The "The 2019 Diversity and Inclusion Benchmarks Report" report has been added to ResearchAndMarkets.com's offering. full time vs contract vs part time). Once you identify the intended outcome, attach a metric to it. That means some of the metrics in this article may not apply while others are right on. SEPTEMBER 14, 2020. What they reveal - and what they don't - about diversity, equity, and inclusion. When it’s time to share diversity metrics, most leaders are not proud of their statistics. Diversity and Inclusion in the Workplace: Benefits and Challenges. This can be within similar industries as well as cross-industry as a broader experiential definition and measurement of D&I would not be product specific and should be applicable across all types of companies. Just be aware of the adjustment period. key diversity metrics over time. It’s vital to first diagnose then continually track your organisation’s progress against these metrics. About Diversity Hub. Industries Industry Breakouts. Often, job ads can hamper diversity efforts merely by … To kick off diversity and inclusion benchmark research, set goals in order to identify what the organization wants out of a D&I program (not to be confused with targets, which is the change you want to see in metrics tied to your goals). Global Diversity & Inclusion Benchmarks Standards support organizations globally in the development & implementation of Diversity & Inclusion (D&I) best practices. Companies can also benchmark themselves against their peers (in terms of industry, or markets, for example) to determine where they are laggards or leaders and learn from the top performers. Achieve better business and social outcomes by fostering gender and diversity in employment and leadership. Metric: Supplier diversity This report summarizes the practices of select companies within the technology field. Take what you need from here, but always ask employees what they want and need. This list of suggested metrics can help round out any inclusiveness focused metrics on company surveys and for internal discussions.There are a lot of metrics to consider. Diversity is a many-layered metric, encompassing workforce composition, compensation levels, and hiring trends. Putting Metrics on Diversity & Inclusion Most companies have a Diversity and Inclusion policy and a strategy for implementing them. Metrics, benchmarking, and indexing, oh my! In the long term, this shift provides the benefits what the organization wants. To assist in benchmarking diversity and inclusion, consider the following: Set and track targets: Your journey needs a destination. When there’s so much focus on improvement but the numbers are abysmal as always, most people experience some form of shame. Diversity and Inclusion (D&I) ratings powered by Refinitiv ESG data are designed to transparently and objectively measure the relative performance of companies against factors that define diverse and inclusive workplaces. Metrics, benchmarking, and indexing, oh my! Ways to make EDI tangible is using metrics to quantify the levels of engagement in EDI in the organization. If you're interested in more resources like this you can sign up to our mailing list, or if you've got advice/experiences that you'd like to share - we'd love to hear from you! The business and social cases of diversity and inclusion. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Using metrics will help you find a starting point in your organization’s journey and will help your managers stear in the right direction. Collecting relevant metrics allows firms to develop diversity goals and make timelines for reaching them. Diversity Hub reviews emerging global best practices, carries out local research to understand industry need, produces data driven research reports, and designs bespoke solutions to facilitate desired outcomes. Global Diversity & Inclusion Benchmarks. This study is the first of its kind to look at the composition of in-house legal departments by level, as well as examining flexible work arrangements and new hires. Diversity and inclusion benchmarking is a constantly evolving process. Composite findings are complemented by eight levels of data cuts - by turnover, ownership, sector, etc - for key indices. Diversity doesn’t make a lot of sense without inclusion: The best talents that don’t feel included will not contribute and won’t’ stay in the organization for a long time. As the saying goes, “what gets measured, gets done.” But how do you know which metrics to measure? If you get this response a lot, there may be other issues at play making employees uncomfortable with disclosing. After surveying, tweak and add as necessary. Based on the Fortune 100 companies’ 2018 and 2019 proxy statements, 23% of the Fortune 100 companies do not report information on diversity and the other 77% report the information using different metrics. An organization that has only diversity metrics on their dashboard follows one of the bad practices in performance measurement. HR Metrics has developed Diversity Hub in Pakistan. By assessing each of the five metrics, companies can identify their biggest challenges and their highest-priority goals for gender diversity—whether it be retention or equity in promotion rates. Diversity Overview Connect diversity initiatives to business outcomes through meaningful metrics, benchmarks, expert analysis, and effective training More > Diversity Insights Capture the business impacts of your D&I program through boardroom-ready benchmarking, analysis, and reporting More > They should be looked at in isolation but also correlated to the data you have available through ranked method statements and demographic information. We have interviewed dozens of leading companies in this area and one of the stories I remember was a discussion with the global chief diversity officer at a large food service company. With valuable inputs from Charu Sharma of NextPlay.ai, we simplify this conversation with insights into: Three diversity metrics you should be keeping an eye on FEBRUARY 24, 2017. This often breeds resentment and alienates different groups of people against each other. Key Takeaway: Gaps in metrics indicate mismatch of efforts and results. Instead, link demographic data to inclusion data like the Ranked Method questions above.Further, these metrics are difficult to get a true picture of as many are based on self-identification - a company cannot legally require disclosure of these questions in most cases. Inclusion means proactively inviting, welcoming, and leveraging the unique perspectives of diverse identities. Lastly, 42 percent of the benchmark companies measure managers for employee satisfaction in regards to Diversity satisfaction. Company-wide metrics to use: Overall sales growth correlated to increases in diversity or changes in ranked metrics, Sales per revenue generating department (including any relevant support departments), Revenue per employee (segmented by department or correlated with demography to understand diversity impact), Brand sentiment (done through social listening and correlated to any public conversation the company has about diversity and inclusion). Since the D&I process evolves over time, the company may need new outcomes in the future as things change. The 2019 Diversity and Inclusion Benchmarks Report Benchmark your D&I initiatives on key metrics: Budgets, structure, diversity mix, best practices and more . Industries Industry Breakouts. Following research to locate an accountability tool that would work for the diverse employment qualities of the member agencies, the WNC Diversity Engagement Coalition adopted the Global Diversity and Inclusion Benchmarks (GDIB) as a highly recommended resource. Without this option, an employee may simply not complete the survey, giving skewed data and limited insight.Demographic to use: Disability status and physical accessibility needs. In particular, the report highlights that the actual level of diversity in the composition of the management body in institutions differs significantly between Member States, namely Establishing A Diversity Benchmark: Like most large corporations, diversity data during the recruitment process had been either extremely complicated to gather or in some cases, just not available at all. ISPOR tracks and reports diversity metrics publicly as part of its commitment to diversity. It is based on data collected from 300 companies across sectors through a detailed questionnaire covering diversity budgets, structure, policies, promotional measures, success metrics, and impact assessment. Abstract: Diversity preservation plays an important role in the design of multi-objective evolutionary algorithms, but the diversity performance assessment of these algorithms remains challenging. We examine the benefits, drivers and barriers influencing disclosure practices and present some recommendations for companies to evolve their diversity disclosure. For more information about this report visit https://www.researchandmarkets.com/r/t70yd6, ResearchAndMarkets.com Its mission is to help organizations become sustainable through inclusive cultural and behavioral change. New benchmarks for racial and ethnic representation from NCRC and Beneficial State Foundation set goals and metrics for banks to evaluate their performance Get Our Activist Investing Case Study! climate, (3) diversity in the formal and informal curriculum, and (4) learning and development” (Williams et al, 2005, p. 20). This enables companies to identify the right targets and goals—and the right metrics to track. Diversity metrics proliferate shame, fear, and uncertainty – creating an environment where people don’t genuinely want to get involved. Understanding the diversity of your applicant pool is easy with Weirdly’s diversity module - as DIY retail-giant, Bunnings, recently found out. A preliminary draft of the diversity policy for the organization.. ... GPHR) is CEO of HR Metrics and President of SHRM Forum Pakistan. You can learn more here! However, most of these metrics have limitations. February 2019. diversity performance of MOEAs, which can be divided into two categories, i.e., metrics assessing only diversity and met-rics assessing both convergence and diversity. Workplace diversity not only expands your talent pool, but allows each member of your organization to draw from the backgrounds, viewpoints, and experiences of fellow team members – but you already knew that.The question isn’t whether diversity is important, but “How can my company measure diversi… Diversity Overview Connect diversity initiatives to business outcomes through meaningful metrics, benchmarks, expert analysis, and effective training More > Diversity Insights Capture the business impacts of your D&I program through boardroom-ready benchmarking, analysis, and reporting More > For more concrete or completion-based initiatives, pick metrics tied to clear milestones.Surveying or interviewing based on metrics provides a benchmark. We respect your privacy. 5 Among the 2016 DBP Benchmarking Companies, 73% offer active a task force or committee You are here: Home. Establish metrics for benchmarking best and leading practices to develop recruit, retain women and people of color into leadership roles of F1000 companies, average employee base (30,000) regional companies with an average employee base (5,000). Gallup’s State of the Workplace 2017 report reveals some powerful ways in which highly engaged employees contribute to the financial health of their company. Cultural Diversity: the ability to recognize the origins and influences of one’s own cultural heritage along with its limitations in providing all that one needs to know in the world. Global Diversity & Inclusion Benchmarks. An organization that has only diversity metrics on their dashboard follows one of the bad practices in performance measurement. Reason #3 – Diversity metrics ostracize white men. While company-wide metrics are crucial for D&I impact, be careful of labelling “diversity” as the cause of revenue increases. IBM, American Red Cross, and WEConnect All Spotlight the Value of Supplier Diversity Programs. Such scorecards include metrics for recruiting, promotion rates, compensation levels, participation in coaching programs, turnover, participation in ERGs, supplier diversity, and much more. More recently, in September 2020, the World Economic Forum (WEF) released a set of ‘stakeholder capitalism metrics’, designed to assist in the benchmarking of sustainable business performance. And leadership the unique perspectives of diverse identities determine strategy and measure progress in managing diversity and metrics... Goals using the metrics above enjoy an employer of choice status locally and internationally due to services outcomes... Equity: the compositional number and success levels of historically underrepresented students, faculty, and loyalty high-diversity.. 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