People are conditioned to expect these types of questions from a survey, and as long as your options are “standard” or inclusive, you’re unlikely to lose responses just for asking. The first step toward building an inclusive culture is understanding more about the humans already behind your workforce. You need vocal support. Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. If they reflect enthusiasm, you have a clear opportunity to boost engagement. It’s hard to really make an impact on diversity and inclusion without leadership buy in. Members of the LGBTQ* community? Together these three areas define your employee experience, and you need all three if you want employees to feel comfortable and empowered. We recommend you start with 2 universal, overarching surveys: 1 for diversity and 1 for inclusion. 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, 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. Conduct an internal investigation as soon as a complaint is lodged, and consider engaging an outside firm. 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. Diversity and Inclusion usually come in pairs, but there is a certain order in which you might want to do things. Diversity has also been correlated with higher rates of innovation. 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. D and I walk hand in hand but cover the basics of diversity before measuring inclusion. According to SHRM, 22% of corporate diversity officers cite a lack of senior leadership support as their greatest challenge. 1) Are you interested in joining? Measuring Species Diversity 1. Colleges with high populations of LGBTQ students include Tufts, MIT, and UCLA. Mind Share partners with leading organizations to support employees with mental health conditions through workshops, education, and consultation. In our workshops, we teach companies to name, normalize, and navigate mental health at work. This is a great way to hold your org accountable for change. It prompts a frank conversation between managers and their reports about expectations and what new hires need in order to be successful and happy. Or, the people who do have a disability are less happy than their able peers. A 2-question survey should tell you everything you need to know to decide whether there is employee interest in an ERG certain identity. Those prompts evolve as time goes on. It might sound silly but one thing I always ask clients is how do you measure success? It includes nonverbal interactions and is usually based in people’s automatic associations. You can have programs and resources in place, but research shows that employees are reluctant to use company benefits unless they see that their supervisor and company as a whole support their use. Diversity and inclusion start influencing employees before they’re even hired. They take place at a time when employees are least likely to self-filter and most likely to be prepared to give this type of feedback. Hiring people from underrepresented groups isn’t enough—those new hires need to feel safe and respected, and they need to genuinely believe they can have a successful career path at your company. Genetic diversity can be defined in multiple ways, and currently lacking in ecology is a consensus on how to measure genetic diversity. Later in your feedback program, try combining your inclusion data with employee engagement numbers see if you can find a correlation. But as we all know, there are many good reasons for having a diverse workforce. You can read each section, or go straight to the sections that are most relevant to your business. Respondents might be more likely to share information about themselves if they know that their responses will help support diversity and inclusion. Many of the stories reported on our platform could be considered microaggressions. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. When used correctly, they can raise red flags about potential problems within your company that you didn’t know about (and would never have thought to check for), and they can uncover opportunities to empower employees through internal programs. You’ll also want to emphasize the importance of diversity among employees. 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. We also ask the employee being reviewed to lead some of the conversation rather than passively receiving feedback. If you fix the system by establishing practices that prevent unconscious bias from creeping in, you can prevent the behavior from occurring. Be conscious of language. Many leaders have begun to argue that an inclusive culture is more impactful for retention than offering expensive perks. We’ve found that the best meeting cadence for most professionals’ schedules is once a month. If you’re going to track D&I at all, they’re important to know. Make sure that respondents from each major demographic are represented, and err on the side of including more people. Ultimately, employee enthusiasm is the only way to know which groups you should move forward with. According to SurveyMonkey research, many don’t. Natasha: Companies should proactively advertise their commitment to providing reasonable accommodations to both employees and interviewees. Our goal is always to give every unique viewpoint a voice, and make everyone feel like they are valued. This will help you validate the impact of the new programs and trace the effects of company changes on inclusion. Divide each number by the total number of employees and multiply the number by 100. A few straightforward changes can make a big impact. You can, for example, make sure that employees of all colors are included in the branding material, that team members of all gender identities are a part of the interview process, or that all events really are accessible (and fun!) One really successful tactic we’ve seen is the creation of mental health employee resource groups at companies like Johnson & Johnson, Verizon Media, and Squarespace. Unlike diversity, inclusion is heavily rooted in employees’ individual experiences—which aren’t easy to monitor or quantify. Do we have explicit policies about mental health days? However, our intent is for it to be read as inclusive of all sexual and gender identities. Promotions at your company are inconsistent. Unlike explicit bias, implicit bias can be largely subconscious and unspoken. a. The first step for an inclusive company culture is to measure D&I. But inclusion isn’t totally unquantifiable. You might be thinking, “I have no idea where to start measuring diversity.” Just as with any data in business, start with what you have. But more insidious issues, like perceived disrespect and unconscious bias, can sometimes end up causing the biggest problems down the line. These types of workshops and follow-on discussions equip companies to create a psychologically safe team culture. Ensure that the building and common areas are accessible to people with disabilities. Do you like this post about how to measure diversity? What are your long-term and immediate goals?) Species Richness = an index based on the number of species i. 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. 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. Diversity is especially important when it comes to hiring and advancing people from underrepresented groups. When you know what you can offer, promote the opportunity across internal channels. It’s easy to quantify the diversity of a team, but it’s much more challenging to measure how inclusive that team is of diverse points of view. Leaders are culture-setters at their organization. 44% of employees didn’t feel that they could express a contrary opinion at work without fearing negative consequences. An easy way to promote inclusion and nip hostile attitudes in the bud is to require employees to take implicit bias training once a year. Your accommodation process should cater not only to candidates and new hires, but to existing employees as well. A now famous study from Georgia Tech found that job applicants with traditionally “Black-sounding” names received 50% fewer callbacks than equally qualified applicants with “white-sounding” ones. Do they feel like they’re paid fairly? Slicing and dicing these results can help you understand where you need to focus your efforts first. It’s about making sure that you have similar conversion rates for all gender identities when hiring, that both people with and without disabilities give similar scores in the engagement survey or that promotion rates are equal regardless of skin color or name. Measure diversity can be a tricky thing. 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. Why? Which groups are under-represented in th… When should you start to think about ERGs? Show employees that you’re listening by surveying them about benefits or corporate social responsibility programs. As an HR professional invested in building a diverse and inclusive culture, you should be thinking about all of these areas, but you probably shouldn’t survey for all of them (at least, not at once). Even though there still is a lot to do regarding gender equality, there are still more aspects of diversity than so. Specific- Your goal should be unambiguous and communicate what is expected, why it is important, w… In July of 2018, SurveyMonkey partnered with Paradigm, a consulting firm that specializes in diversity and inclusion. Analyze suppliers and vendors to determine how many are minority owned. But that’s far from standard, even in roles where the majority of the work is digital. 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.) Expecting employees to find their own mentors is problematic for both the individual and their employer. We recommend sending diversity and inclusion surveys somewhere between quarterly and twice a year. Offer instructions for setting up an ERG on your company intranet or include a note in the company handbook. Microaggressions can also have a more painful impact if the recipient already feels “other”, because that person already senses that they don’t belong. However, workplaces are also an opportunity. Use surveys to establish an ongoing conversation with your employees. Make sure that you understand what to base your targets on, regardless if you want to be on par or better than average. Create private spaces that people who struggle with anxiety or other mental health issues—or who simply need a break—can utilize for a while. Want to stay in the loop? We share more of our thinking around this and how to frame it for yourself in this blog post. What can companies do to take the stigma out of mental health and promote wellness? There are then various ways to … We should be able to go to work and put forth our best effort without needing to explain our disabilities or accommodations to every curious colleague. Because sexual harassment is best addressed directly with the person impacted—not studied as an aggregate of anonymized data. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Dedicate a conference room for prayer or employee group meetups during certain times. 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. Thirty-eight percent of the 12,543 working Americans we surveyed in 2018 said that it’s a high priority for their company, for business reasons and more importantly, for ethical ones. So, back to basic. The impact that mentorship has is powerful—and lasting. Diversity and inclusion-related questions can be sensitive, so there are a few ways that you can make your survey more comfortable for employees. When employers enact rigid policies that require all employees to work in a similar way, it fosters a non-inclusive, inaccessible environment. Relying on personal networks also inherently disadvantages people from underrepresented groups. And perception of culture can differ dramatically from person to person. It can establish confidence that lasts throughout the mentees career—which is especially critical for people from underrepresented groups. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. 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. Email aliases or dedicated channels on your company messaging service are great places to start. U.S. businesses lose $17 billion and 217 million days are lost annually in workplace productivity due to mental health conditions. Instruct your buyers to make an effort to consider minority-owned businesses as vendors and measure the change in the numbers for the following year. Culture can change as quickly as new hires join a company or energy shifts. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Does your organization include people with disabilities? 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. We used the template to survey 843 working Americans, and the results were telling: The business significance of these findings is profound. One salesperson that matched with a leader on the product team helped the company identify a million dollar market opportunity. When seeking leadership buy-in for your diversity program, it is imperative to figure out how to measure the value that your program can provide to the organization. This applies to every template in this guide, not just the diversity survey. Explicitly forbid: rape, physical assault and inappropriate touching, sexual comments, jokes, gestures or remarks, unwanted sexual advances, preferential treatment in exchange for sexual activity, discrimination, and retaliation against people who lodge complaints. 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. It’s always about people and their lives (especially so in this case), so you need to handle it with care. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above the medians. One mistake that companies often make when they first start thinking about D&I is that they don’t think intersectionally. SurveyMonkey: What do companies tend to overlook when it comes to supporting disabled employees? *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. Microaggressions are challenging because it’s not always clear what to do about them. No company wants to have a culture where not every employee feels like they can thrive, but it’s hard to address problems when you don’t know they exist. Do managers at my company know how to deal with mental health issues? Also, carefully consider what way it makes the most sense to track each segment. If not, there are 2 major arguments that you can make with hard numbers to back you up. Unsurprisingly, Latinas were much more aware of the issue—51% said they’d experienced it personally. Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion.’s Co-founder and CEO Charu Sharma shared some best practices for both, and explains how her company has created a program to help both individuals and their employers thrive. 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. Is it a part of their training? Because individual actions are ultimately up to each employee’s discretion, it’s important to identify and educate your employees about which ones promote inclusion and which don’t. How should companies think about microaggressions? Report illegal incidents to police immediately. Having parents in the room might remind you to include breastfeeding rooms. This study produced by Australia’s largest universities, for example, provides a benchmark for Australia’s workforce. Instead, you need to capture them in other ways, such as through a fully anonymous survey sent out by a third party (that only reports on aggregated insights). But they’re the best source of insight into the humans who will soon make up your company culture. Or been hesitant to ask employees about accommodations they may need? Studies show that untreated mental health conditions result in a wide variety of business costs, including more short-term disability, safety incidents, time out of work or absenteeism, underperformance and presenteeism, stress, overstaffing to cover absences, and hiring costs for burnout and attrition. SurveyMonkey has a general Exit Interview template that you can use (which encompasses many aspects of employment and not just diversity and inclusion-related issues). Shimpson's Diversity Index is a measure of diversity which takes into account both richness and evenness. The Society for Human Resource Management (SHRM) published a public guide to help companies create, articulate, and enforce sexual harassment policies. A less common but uniquely empowering way to bring your employees together around inclusive principles is to let them weigh in on policy and corporate giving. 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. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. And of course, the simple fact that you want to be a decent employer that does not discriminate. Companies that don’t pay attention to their diversity are (provably) the ones who end up with the kinds of “culture crises” described at the beginning of this guide. Where did you grow up? The results from your diversity survey should give you some insight into the types of ERGs that would benefit your community. Another key piece is leadership buy-in. To get it done, you need to measure it. And companies are starting to pay attention. Just changing a few words can radically change the way that both employees and candidates view your organization. Configure the percentages of diversity in the workplace. Up to 80% of Americans will have a mental health condition at some point in their lives. At a recent workshop, a senior executive shared a personal story about their experience with mental health. How many great ideas might never get raised? Instead, it gives you the fodder you need to make things right. You use words like “rock star” or “mastery” in job descriptions and focus on candidates’ ability to execute flawlessly instead of learning quickly or collaborating to find solutions. Actually—the opposite is true. We’ve also included recent research on microaggressions so that you can better understand what employees might find offensive. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. Diversity also helps with engagement: Columbia Business School and the University of Maryland found that a higher number of women in senior management, not including the CEO, was associated with better employee performance across the board. But only 48% of Black workers agree with this statement. 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. 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. This is an area where you’ll want to be especially conscious of avoiding a culture of genius. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Accenture research found that employees from companies that prioritize mental health are twice as likely to love their job and more likely to stay longer. This will help you understand how you’re doing in the context of your community and how you can improve. for everyone. Where diversity is about variety, inclusion is about having a solid foundation for supporting employees and their different needs. Workforce composition. If you’re not getting interest from qualified candidates from underrepresented groups, the first step might be to consider your pipeline. If you’re worried about how employees perceive mental health, or aren’t sure whether your company does enough to support employees’ mental health, ask yourself these questions: If the answer to those questions is no, it might be time to reevaluate your company’s position on mental health, and consider one of the solutions Mind Share suggests. If you aren’t sure about your employees, put out feelers to see if you have people who fit the bill. 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. This becomes a problem when employees don’t feel they can talk about the situation or work toward a solution. 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. Then, there’s the issue of privacy. Quantitative measurements are aligned with basic principles of affirmative action. ), but others are tougher to know unless you ask. Your background supporting disabled employees can choose the areas they ’ re most passionate about D & I part... Guidance to help both parties understand what to do regarding gender equality, and structured check-ins with managers address. First the obvious: they give mentees the opportunity by asking key questions about company! 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Workforce aligned with basic principles of affirmative action your scorecard to shy away from applying to your company intranet include. Assessment which measures both the individual belonging and inclusion usually come in pairs, struggling! Market opportunity—which is why diverse businesses do better as a result of their identity: and.

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