We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. Even businesses with the best intentions drag their heels when it comes to making change. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. Members of the LGBTQ* community? Here’s what each means at the most basic level. Actually—the opposite is true. Boston Consulting Group is an Equal Opportunity Employer. Few companies think to ask about things like which charities to support or whether to offer yoga instead of happy hours. Belonging: Are employees certain that there is a place for them—and people like them—at your company? a. Leaders are culture-setters at their organization. Here are just a few that have come up. How women (and people of other genders) are distributed within your organization (are there certain departments that skew one way or another? 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. Some planning decisions are more expensive than others, but each sends an important message. This will help you validate the impact of the new programs and trace the effects of company changes on inclusion. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. The Census Bureau recently found that people are no more likely to skip these types of questions than any other. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. It’s your job to point it out. 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. It can also just be a question of publicizing things that you already have. When you know what you can offer, promote the opportunity across internal channels. Our templates were developed by expert survey researchers and industry experts. Finally,  internal trainings or meetups where employees can learn and talk safely about mental health at work lead to a more open culture around mental health challenges. Lever’s automated EEO survey helps customers capture complete records of their diversity … An organization may establish quantitative measures based on: Representation: What is the workforce profileof the organization? We’re still working toward our other Diversity and Inclusion goals, but using hard numbers to hold ourselves accountable has been a first step toward tangible change. Mentors learn valuable teaching and leadership skills. Two changes that can make a major impact: 1. Provide the right resources. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. We interviewed Natasha Walton, founder of Tech Disability Project—a publication featuring stories by disabled tech workers—to gain some perspective. Anuradha Khosla, the VP of HR who heads diversity and inclusion, reports the results to the board of directors each quarter. Last year, Google announced an expanded plan to recruit from HBCUs. It’s hard to really make an impact on diversity and inclusion without leadership buy in. 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. Leaders, for example, might see things differently than the people who work for them: Our research for Harvard Business Review found that 83% of executives think they encourage curiosity at work, but only 52% of employees agreed. The Diversity survey gives you baseline demographics, and the Belonging and Inclusion survey includes dozens of different dimensions for evaluating inclusion. True diversity is expansive, and the differences between people aren’t always visible. It appears your browser does not support JavaScript or you have it disabled. Healthier employees are better set up for success and more likely to infuse confidence and positivity into your culture. You need vocal support. Sexual harassment and incivility in the workplace more broadly is more likely to exist in environments where aggressive attitudes are normalized through shared humor or assumptions. Assign responsibility and establish accountability. Have employees felt comfortable raising mental health issues in the past? Do they feel like they have equal career opportunities? 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. When employers enact rigid policies that require all employees to work in a similar way, it fosters a non-inclusive, inaccessible environment. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. The results from your diversity survey should give you some insight into the types of ERGs that would benefit your community. For more context about the challenges—and opportunities—of mental health in the workplace, we talked to Mind Share Partners—a nonprofit changing the culture of workplace mental health so that both employees and organizations can thrive. If you want to be viewed as an inclusive employer, position yourself that way. It’s a relatively simple thing to implement and keep in mind, but it might make a big difference for candidates who are on the fence. Together, we created a survey template designed to investigate the many different layers of inclusion in the workplace. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. If there’s a significant number of people from a certain underrepresented group—or a notably small number of people from another—those could be good groups to start with. If new college graduates are part of your talent pipeline, take a look at colleges with a strong representation of racial minorities and other underrepresented groups. Microaggressions are indirect, sometimes subconscious words or actions that make someone feel attacked or uncomfortable—often as a result of their identity. If your current executives are passionate about D&I, that’s great. Yet, most companies choose to recruit elsewhere, missing the opportunity to access a huge talent pool and add fresh energy and diversity to their workforce. Instead, it gives you the fodder you need to make things right. These strategies, which we’ve classified as either diversity-focused or inclusion-focused, are useful for every business. Some red flags indicating you have a culture of genius: If you’re not sure whether or not you have a culture of genius, you can use this template to better understand how employees feel. Ensure that your branding and conference room names are inclusive and non-offensive. This is a great way to hold your org accountable for change. There’s a lot of room for improvement here. At SurveyMonkey, we set a goal of having a 50/50 gender split on our board—a goal that we achieved in 2018. If the accused person is VP level or above, you should use an external third party. When companies prioritize mental health, it pays off. Comparing yourself over time to benchmarks helps you set new goals and clearly track your progress against them. Inclusion, diversity, and belonging are essentially about organizational change. Launch a pulse survey about diversity and inclusion. You can’t usually change how welcoming employees are to one another, and the same words or actions might be considered hostile, neutral, friendly, or too friendly, depending on who you ask. 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. 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. They enrich the lives of their employees, add value to the business, and create a workplace where people can thrive. However, species richness increases with sample size. Create gender-inclusive labels for the bathrooms that say something like, "Use the restroom that most closely aligns with your gender identity.". The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. There’s no excuse not to. This enables companies to identify the right targets and goals—and the right metrics to track. 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. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. Biodiversity is usually plotted as taxonomic richness of a geographic area, with some reference to a temporal scale. 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. Analyze suppliers and vendors to determine how many are minority owned. Workplaces present both a challenge and an opportunity in mental health. Our Pay Gap template tells you, quickly and simply, exactly what employees think about compensation at your company. 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. Email aliases or dedicated channels on your company messaging service are great places to start. Mentorship shouldn’t be a matter of privilege—it should be something that anyone who wants to grow should be able to pursue. Configure the percentages of diversity in the workplace. Sometimes bias can seep into company systems and processes, which ends up perpetuating the problem. Nadjia Yousif discusses five areas where tracking metrics and data will help leaders know if they're making wins—or falling short. What can companies do to take the stigma out of mental health and promote wellness? Mental health benefits, EAPs, and workplace perks (like free meals, meditation rooms, and ping pong tables) are increasingly common. Promotions at your company are inconsistent. Slicing and dicing these results can help you understand where you need to focus your efforts first. Sampling is a good strategy for quick insights and general indications about your company culture, not a comprehensive understanding. The individuals facing mental health challenges are already at your company, but struggling in silence due to the prevailing stigma at work. If your budget allows, taking out ads in publications like The Root, Out Magazine, Al Dia News can put your brand in front of the diverse audience you want to attract. Remember that 70% of disabilities are invisible and disabilities may develop or change over time. Many employees still feel that they don’t belong, and dozens of companies have made recent headlines for diversity and inclusion-related crises. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. 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. This can lead to higher … Mentorship programs need to establish a sense of continuity. If your leadership right now doesn’t include diverse representation, that’s a red flag. All of these issues can be successfully addressed with more flexible policies and sensitivity training for management-level employees. Take immediate steps to make sure that the behavior doesn’t happen again. Prospects know that they’ll be working with people who with similar passions and priorities. And when you boil it down to what employees are really looking for, it is traditional benefits with a strong company culture—one that really values employees. You’re legally obligated to take accusations of sexual assault and harassment seriously, and surveys simply aren’t appropriate. Recently, SurveyMonkey started an ambitious diversity-focused recruitment campaign. SurveyMonkey has made extensive changes based on employee feedback, including changing our benefits programs to better support our employees’ values. Will you provoke discontent by asking? 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. Asking employees to take time out of their work day to answer questions about your company culture doesn’t always result in fantastic response rates, but catching them just as they’re starting or leaving can give you rare insights. SurveyMonkey has a page devoted to diversity and inclusion, expressing our company values and inclusive programs and policies. We use the phrase “You happen to SurveyMonkey” to encourage employees to make an impact. Mentorship programs that are allowed to grow stagnant don’t work. But if HR professionals had started asking questions earlier and taken the responses seriously, they would have been able to make proactive improvements instead of reactive amends. ‘Underrepresented’ is a relative term, so the populations of … We have broad experience working with companies to identify the right metrics and goals so that they can drive change. A 2-question survey should tell you everything you need to know to decide whether there is employee interest in an ERG certain identity. Coupled with pervasive stigma, this is a massive detriment to employees seeking help. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. 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. Be transparent about the reason you’re sharing the survey. Both the Gender in the Workplace, and Inclusion and Belonging templates can help you identify whether this type of culture exists at your company. When we surveyed workers about the pay gap between white men and Latina women, 4 in 10 people did not believe that Latinas face racial discrimination. Employees have vocalized interest in training programs or other professional development tools, and you haven’t been able to offer them. 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. Species Abundance = Relative abundance of species b. Diversity is especially important when it comes to hiring and advancing people from underrepresented groups. Do they feel like they’re paid fairly? BCG.com will work better for you if you enable JavaScript or switch to a JavaScript supported browser. 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. 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. 2. ii. To shift our country’s cultural dynamic, companies need to lead the way. “Inclusive” cultures don’t necessarily mean they are “fun.” In fact, companies that “work hard, play hard” can be decidedly non-inclusive. Employees with customer empathy are more likely to find their jobs meaningful and more likely to put their whole selves into finding solutions that make their customers happy—especially if those customers are in an underserved market. If they reflect enthusiasm, you have a clear opportunity to boost engagement. Which groups are under-represented in th… Workforce composition. In part 2 of this guide, we cover some areas where companies commonly struggle with D&I along with specialized survey templates, advice, and/or original research to help you understand and address them. Whittaker described three common metrics used to measure species-level biodiversity, encompassing attention to species richness or species evenness: . SurveyMonkey created a Gender in the Workplace survey template in partnership with Sheryl Sandberg's team at LeanIn.Org to help companies understand: Asking questions about objectivity—whether people think your workplace is fair or not—can be scary. Another common thing that companies overlook are offsites. Do we have explicit policies about mental health days? The causes that a company chooses to support unite its workforce. Most of the common diversity and inclusion challenges occur when employees’ experiences of objectivity, growth mindset, or sense of belonging are compromised. 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