A strategic approach to diversity and inclusion
Assessing where your organization is on the diversity and inclusion journey is a key intervention. Well-chosen metrics can focus organizational attention and efforts and lead to progress.
Connect to your organization outcomes
Connecting diversity and inclusion to the goals of your entire organization as well as specific deliverables of the unit, department or team.
Connecting inclusion to your organizational goals
The first step in creating your measurement process is to think about the big picture. What are the strategic goals or key deliverables for your team, department or organization?
Identifying these will help you determine why being inclusive is important to your team, department or organization, and how it can affect these important goals. This is useful for generating buy in at different levels and connecting diversity and inclusion to your everyday work.
Work with the data you have now
You may already be collecting data that you could use to understand diversity and inclusion in your workplace. The Inclusion Measurement Blueprint can help you leverage what you have and identify your measurement gaps.
Measuring workplace inclusion
Measurement is the first step towards taking action toward building inclusion. It will give you the evidence you need to make more strategic and informed decisions.
There are three types of inclusive workplaces indicators:
● Workplace diversity – the demographics of your organization
● Sense of inclusion – the degree to which people feel that they belong and that their ideas and contributions are valued
● Inclusive behaviors – the degree to which people behave in an inclusive way
Indicators are the evidence you will gather to show the level of inclusion in your workplace. They should show you where you are now and how you will know that you are making progress in future.
Review your current practices
You can use the Inclusive Practices Index to assess your organizational practices in six key areas that impact inclusion.