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. And that diversity has a purpose that might be unique to their strategic direction. In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. If your leadership right now doesn’t include diverse representation, that’s a red flag. Measuring What Matters. Then, there’s the issue of privacy. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, protected veteran status, or any other characteristic protected under federal, state or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws. Planning a new office? We also have an Integrity Hotline—an anonymous service through which employees who don’t want to go on record can anonymously report breaches of SurveyMonkey policies or values. You have your diversity survey metrics, you see the gaps, and you’re worried. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. NextPlay.ai is a mentorship software and mobile app that pairs mentors and mentees within an organization based on goals and shared outlook, and walks them through the first stages of mentorship. Here’s what each means at the most basic level. This guide includes a lot of survey templates—because diversity and inclusion is layered and multifaceted. They enrich the lives of their employees, add value to the business, and create a workplace where people can thrive. In just a 10-minute share, the executive signaled to the rest of the company that it was okay to have these experiences and opened the door for further conversations about mental health. 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. There are many different sides to gender equality, and many companies fall short by focusing too closely on only the most glaring problems. The best way to do this is by defining S.M.A.R.T. People over 60? Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. The only way to address inclusivity in your organization is to turn it into a company-wide conversation. Species Richness =Variety of species or the number of different species (or genera, families, etc.). There are many documented examples of why mentorship is important: The tricky part is uncovering and pairing those who would like to be mentored and those who want to mentor. Promotions at your company are inconsistent. Make sure that respondents from each major demographic are represented, and err on the side of including more people. This will give you the percentage of each group. That’s still the area where businesses fall short. Launching a food product? At a recent workshop, a senior executive shared a personal story about their experience with mental health. Women were significantly more likely to apply to the businesses that focused on growth. Many leaders have begun to argue that an inclusive culture is more impactful for retention than offering expensive perks. In a recent survey of over 2,000 employees, almost 45% said anxiety or depression hurts their productivity in the office, and nearly 1 in 5 (18%), said that it happens often. But that’s far from standard, even in roles where the majority of the work is digital. And people feel ho-hum about this. Anuradha Khosla, the VP of HR who heads diversity and inclusion, reports the results to the board of directors each quarter. This can lead to higher … The importance of inclusion is easy to understand, but the layers of company culture that make up “inclusion” aren’t. Jon Ossoff becomes the only senator under 40, injecting some much-needed youth 2) Are you interested in leading? They know that diversity is much richer than gender or ethnic group alone. In every single case, the percentages were lower for people from the underrepresented communities that we checked for (women, Black, and Latinx.). Having these conversations can help uncover employees’ priorities and  strengths, understand their learning styles, and address uncertainties. You’re legally obligated to take accusations of sexual assault and harassment seriously, and surveys simply aren’t appropriate. Make sexual harassment policies public and ensure that every employee reads them. 22% of Black college graduates chose a HBCU as their alma mater, and according to a Gallup poll of thousands of students, their education gave them the tools they need to thrive. This is an area where you’ll want to be especially conscious of avoiding a culture of genius. Two changes that can make a major impact: 1. Organizations that create a supportive mental health culture will do good by their employees and by their bottom line. The benefits of having a diverse company also apply to diverse mentorships. How many people may lose enthusiasm for their day-to-day work? 12,543 working Americans we surveyed in 2018, an inclusive culture is more impactful for retention, Addressing questions of equality for women in the workplace, Understanding a culture of genius—with input from Paradigm, Belonging among underrepresented groups—with input from TEQuitable, How to think about disabilities—with input from The Tech Disability Project, How to prioritize mental health—with input from MindShare partners, Strategies to promote a diverse workplace—with input from Nextplay.ai, Strategies to promote an inclusive workplace, a page devoted to diversity and inclusion, white men still fill nearly 70% of director positions, How to plan and time surveys without burning employees out, better employee performance across the board, are more likely to find their jobs meaningful. Another key piece is leadership buy-in. They include stereotyping, tokenizing, or making assumptions about someone based on their race, gender, sexual orientation, age, religion, or other aspects of a person’s identity. 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. But many companies neglect the “I” part of “D&I” and risk alienating and disempowering their employees. You need the authority to write new policies, adopt new strategies, and fund new initiatives. Add up how many of each work group you have. 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. Mentorship plays a key role in combating a culture of genius and helping people of underrepresented groups be consistently successful at your company. Our CSR survey template gives detailed options from which employees can choose the areas they’re most passionate about. Why is mental health so important from a business perspective? People from underrepresented groups tend to shy away from applying to your company. U.S. businesses lose $17 billion and 217 million days are lost annually in workplace productivity due to mental health conditions. Without this, it’s difficult to show the impact the work has had on the business as well as impossible to create your own business case for change. Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion. Launch a pulse survey about diversity and inclusion. Members of the LGBTQ* community? 44% of employees didn’t feel that they could express a contrary opinion at work without fearing negative consequences. 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. However, in order to determine whether a diversity program is working, you need to clearly define success for said program. 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. If your employees’ answers are troubling, it will create a sense of urgency around addressing them. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. “Inclusive” cultures don’t necessarily mean they are “fun.” In fact, companies that “work hard, play hard” can be decidedly non-inclusive. Colleges with high populations of LGBTQ students include Tufts, MIT, and UCLA. When mentorship programs start out, the temptation is typically to pair junior members of a certain team or department with more senior leaders in the same space. 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. Even businesses with the best intentions drag their heels when it comes to making change. Top tips for measurement and reporting: 1. You yourself may not have the authority to weigh in on high-level hiring decisions, but if you can argue your case with executives or others who do, you could make a major positive difference. Sexual harassment is complex, and often deeply emotional, to communicate through a survey. It includes nonverbal interactions and is usually based in people’s automatic associations. Together these three areas define your employee experience, and you need all three if you want employees to feel comfortable and empowered. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. Our goal is always to give every unique viewpoint a voice, and make everyone feel like they are valued. The traditional concept of underrepresented groups includes women and people of color, but these are only a few of many internal communities with unique needs that require respect and support. 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. Encouraging mental health days will end up serving the entire employee base. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. Definition. But as common as these issues are, they still aren’t talked about openly. You could measure how often they attend pivotal meetings, or how much they’re involved in key decision making processes, such as documenting the makeup of your core hiring team. Does mental health or related issues appear in our handbook? The right cause can make a major positive impact on company culture. The Mckinsey research mentioned at the beginning of this guide also offers some hard financial  numbers to back you up: Companies in the top quartile for ethnic diversity are 35% more likely to have better financial returns than the industry medians. Companies need to focus on five primary areas: BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. 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. Comparing yourself over time to benchmarks helps you set new goals and clearly track your progress against them. This becomes a problem when employees don’t feel they can talk about the situation or work toward a solution. Take immediate steps to make sure that the behavior doesn’t happen again. Here are just a few that have come up. It can also just be a question of publicizing things that you already have. You can tailor it to reflect your company’s core values or mission statement. Why? If you don’t already have ERGs in place at your company, meet with leadership to understand how much funding you’ll be able to allot to these types of groups and what other resources (meeting spaces, etc.) But these resources are used at alarmingly low-rates and don’t directly address the culture of stigma in the workplace. In July of 2018, SurveyMonkey partnered with Paradigm, a consulting firm that specializes in diversity and inclusion. They default to trivial measures about gender percentages and ethnicity percentages. These diversity categories are as follows: BCG partners with organizations to create or turbocharge their diversity and inclusion initiatives—bringing ready-made tools and extensive expertise to the table. Biodiversity is usually plotted as taxonomic richness of a geographic area, with some reference to a temporal scale. Do they feel like they have equal career opportunities? Disabled employees can offer rare perspective into what matters to disabled customers and other consumers. When you have your results, you’ll know more about where to focus your hiring efforts and how to support the needs of the employees you already have in your workforce. “Culture of genius” isn’t something that most HR pros intuitively look for, even if they’re focused on diversity and inclusion. Actually—the opposite is true. When employers enact rigid policies that require all employees to work in a similar way, it fosters a non-inclusive, inaccessible environment. The first step to building a stronger mentorship program is understanding where mentorship at your company currently stands. If it does, it might be time to institute some workplace behavior training and/or clearer anti-harassment policies. 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.”. Our research also found that young people and racial minorities are more likely to struggle with anxiety and depression—which makes sense for groups that tend to face higher scrutiny. Are employees expected to broadcast the reason why they are missing a meeting to their team? Your accommodation process should cater not only to candidates and new hires, but to existing employees as well. At the same time, you might also have a program in place that no one is using. What are your long-term and immediate goals?) … We have broad experience working with companies to identify the right metrics and goals so that they can drive change. Mentors learn valuable teaching and leadership skills. The causes that a company chooses to support unite its workforce. Here’s what companies can do to educate and create a safe space. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Species density or the number of species per m 2 is most commonly used to measure species richness. Microaggressions can also have a more painful impact if the recipient already feels “other”, because that person already senses that they don’t belong. Microaggressions are indirect, sometimes subconscious words or actions that make someone feel attacked or uncomfortable—often as a result of their identity. This enables companies to identify the right targets and goals—and the right metrics to track. 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. 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