Create gender-inclusive labels for the bathrooms that say something like, "Use the restroom that most closely aligns with your gender identity.". Lever’s automated EEO survey helps customers capture complete records of their diversity … Look at your public values and job descriptions—both on your website and job boards. Later in your feedback program, try combining your inclusion data with employee engagement numbers see if you can find a correlation. Because sometimes the most rewarding combinations can come from peers, or through “reverse mentorship.” Maybe a CMO wants to learn more about how content marketing works, or a director wants to get a better grasp on social media. This enables companies to identify the right targets and goals—and the right metrics to track. If your employees’ answers are troubling, it will create a sense of urgency around addressing them. Two changes that can make a major impact: 1. SurveyMonkey has a page devoted to diversity and inclusion, expressing our company values and inclusive programs and policies. Ensure that the building and common areas are accessible to people with disabilities. When companies require employees to dip into PTO for mental health days or appointments, it disproportionately affects people with disabilities. According to McKinsey, companies within the top quartile for diversity are 21% more likely to have good financial performance than companies in the bottom quartile—probably as a result of having a broader understanding of market needs. BCG.com will work better for you if you enable JavaScript or switch to a JavaScript supported browser. Organizations that commit to supporting employee mental health see a 4:1 ROI in increased productivity and engagement, and become more desirable places to work. We use the phrase “You happen to SurveyMonkey” to encourage employees to make an impact. Prospects know that they’ll be working with people who with similar passions and priorities. Assign responsibility and establish accountability. Our annual diversity report gives us a benchmark to track against as we move toward our goal of achieving gender parity. In every single case, the percentages were lower for people from the underrepresented communities that we checked for (women, Black, and Latinx.). The Inclusion template includes questions about demographics like gender, race, and age, so you can filter your results to see whether there are different answers among different groups. You have your diversity survey metrics, you see the gaps, and you’re worried. Add up how many of each work group you have. Members of the LGBTQ* community? You’ll also want to emphasize the importance of diversity among employees. 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. Growth Mindset: Do employees believe that your organization supports their ability to grow, or do they think that their value is fixed, leading to a sense of stagnancy and de-motivation? 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. 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. It’s your job to point it out. Boston Consulting Group is an Equal Opportunity Employer. Spelman College, Howard University, and Florida A&M are all historically Black colleges with strong academics. Although HR leaders do need to give employees the tools they need to start an ERG, it’s not your place to start one without eager participants. Microaggressions are challenging because it’s not always clear what to do about them. Measuring Species Diversity 1. 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. Surveying your employees about diversity and inclusion tells your employees that they are company values. When it comes to diversity, people with disabilities tend to be overlooked—but they are also an indispensable part of your company. Do we have explicit policies about mental health days? ii. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. Awareness about pay gaps vary. If not, there are 2 major arguments that you can make with hard numbers to back you up. 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. 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. Get a baseline read on your company’s diversity metrics and company culture. Many of the stories reported on our platform could be considered microaggressions. Jon Whiteley explains. Last year, Google announced an expanded plan to recruit from HBCUs. We used the template to survey 843 working Americans, and the results were telling: The business significance of these findings is profound. 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. The right cause can make a major positive impact on company culture. The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. The majority of the people who took the survey said that they prioritize working for an employer that values diversity. Entry: Whereas exit interviews are common practice, entry interviews (or in this case, surveys) are much less common. 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. 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. We don’t recommend using surveys to ask about it, so we don’t have a template for it. SurveyMonkey: What can companies do to support their disabled employees? ), Whether women are accurately represented in leadership positions (and whether employees perceive this to be true), Whether women feel that their ideas are fairly acknowledged and their merit is recognized, Whether women think promotions, raises, and other opportunities are awarded fairly, Whether employees believe that gender diversity is truly a value for your company and how your existing policies and programs are viewed, Whether employees feel like they can maintain work/life balance. When pairing mentors, resist the urge to think about hierarchy. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. However, in order to determine whether a diversity program is working, you need to clearly define success for said program. Diversity and inclusion aren’t things you can measure with KPIs and one day announce “Mission Accomplished.” Amber Baldet , co-founder of Clovyr and former head of the blockchain team at JPMorgan Chase, drives this point home: “Inclusion happens when your recruiting process casts a wider net for qualified candidates. Diversity and inclusion start influencing employees before they’re even hired. 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 study of 1,700 companies across the world found that diverse companies consistently deliver higher innovation that non-diverse companies. Why is mental health so important from a business perspective? Track your diversity statistics over time. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. A three year study of U.S. venture capital firms released in the Harvard Business Review found that diverse firms had IPO/acquisition success rates that were 26.4% to 32.2% higher than those of ethnically homogenous firms. Homogenous leadership hurts retention, recruitment, and the sense of belonging that keeps people from underrepresented groups engaged at their jobs. While mentorship can seem straightforward on the surface, there are advantages to thinking outside the box, and common challenges that savvy companies can work to avoid. 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. Evaluation of diversity and inclusion initiatives is necessary to determine outcomes and effects. Diversity numbers tell you the overall makeup of your population, and which groups are underrepresented. A company’s culture can vary by department, team, or even role. To help, HR professionals can lay the foundations for successful ERGs by setting up a process for establishing them and being clear about what they can offer. Unlike diversity, inclusion is heavily rooted in employees’ individual experiences—which aren’t easy to monitor or quantify. Yet, white men still fill nearly 70% of director positions on Fortune 500 boards—and in 2018 we hit the lowest concentration of Black executives since 2002. Why? When companies prioritize mental health, it pays off. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. Here’s what each means at the most basic level. 2) Are you interested in leading? Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion. Where did you grow up? That culture of genius can prevent feelings of belonging and growth, especially for groups that are already in the minority: Nearly 3 in 10 Black and Latinx employees (28% versus 17% of white workers) believe that people in their company have a “culture of genius.”. If an employee has a panic attack or a muscle spasm, needs to adjust a prosthesis or needs to lay down for a few minutes, a private resting room is an extremely valuable resource. Encourage your people to refer candidates from diverse backgrounds, and consider altering your referral bonus to promote diverse hiring. According to PR specialist Sarah Stoddard, of Glassdoor: Employers need to work a little harder to find and retain talent. Jon Ossoff becomes the only senator under 40, injecting some much-needed youth 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. 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. Slicing and dicing these results can help you understand where you need to focus your efforts first. Species density or the number of species per m 2 is most commonly used to measure species richness. But they’re the best source of insight into the humans who will soon make up your company culture. Our Inclusion and Belonging survey template is a comprehensive evaluation that helps you understand the foundations of inclusion within your workplace. Where diversity is about variety, inclusion is about having a solid foundation for supporting employees and their different needs. If you’re not willing to commit to the full Gender in the Workplace survey, the Pay Gap template can clue you in to sentiment around compensation at your organization. But an organic process that measures growth and refers back to end users is likely to provide more useful data. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. But your candidate pool hasn’t changed—so how do you create a more diverse workforce? But avoiding hard truths about employee perception won’t fix the problem. TEQuitable provides a confidential platform for employees to get advice when they are made to feel uncomfortable in the workplace. Microaggressions usually aren’t a conscious choice. Corporate inclusion and diversity programs help create a more inclusive culture that drives diversity. When people using our platform meet up for the first time, we offer some recommended prompts (What is your background? At SurveyMonkey, we provide employees with an escalation toolkit that details the process for recognizing harassment and lodging a complaint, and explains how it will be dealt with. 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. They anonymize and aggregate these reports into trend data and create actionable recommendations for companies to prevent bias, discrimination, and harassment. 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. How do you know if your company is making progress on gender diversity? 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. Diversity and inclusion-related questions can be sensitive, so there are a few ways that you can make your survey more comfortable for employees. ), but others are tougher to know unless you ask. Do managers at my company know how to deal with mental health issues? And companies are starting to pay attention. According to SHRM, 22% of corporate diversity officers cite a lack of senior leadership support as their greatest challenge. Once targets or other goals are set, responsibility … But many companies neglect the “I” part of “D&I” and risk alienating and disempowering their employees. However, measuring diversity and its many impacts can be a challenge, given its intangible nature. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Examine pay equity. SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? The effect is incredibly disempowering. Make sure that respondents from each major demographic are represented, and err on the side of including more people. 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. Our Pay Gap template tells you, quickly and simply, exactly what employees think about compensation at your company. True diversity means having people from all kinds of backgrounds and identities at every level of your organization. Normalizing self-care and educating employees about how to discuss disability are important as well. As an HR professional (or passionate advocate) charged with improving D&I, collecting diversity metrics is important. There are limitless ways for microaggressions to manifest. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Using this method can help you keep from giving employees survey exhaustion, but it does risk overlooking subgroups of your workforce, so be conscious of that as you plan your feedback program. But it plays a major role in defining employee experience. This type of environment will also affect your employees’ ability to perform—if people don’t feel empowered to voice contrary opinions, how can you trust that they’ll speak up about potential business mistakes? Configure the percentages of diversity in the workplace. If an employee had a mental health issue, would they have resources with which to address it? The CEO of JP Morgan, Jamie Diamond, famously advocates for talking to younger people. This is a great way to hold your org accountable for change. This applies to every template in this guide, not just the diversity survey. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. 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. More and more companies have set diversity and inclusion related goals and committed to pursuing a more balanced workforce. Analyze suppliers and vendors to determine how many are minority owned. Planning a new office? Measuring What Matters. By having these conversations more often and emphasizing growth, we’re trying to transform typically stressful performance reviews into clear, timely, useful conversations that inspire employees to continue their personal growth. Biodiversity is usually plotted as taxonomic richness of a geographic area, with some reference to a temporal scale. Then, there’s the issue of privacy. However, our intent is for it to be read as inclusive of all sexual and gender identities. 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. 2. They’re a challenge because workplace factors such as job strain, lack of control, and unsupportive managers can trigger or exacerbate mental health conditions. a. Our templates were developed by expert survey researchers and industry experts. In July of 2018, SurveyMonkey partnered with Paradigm, a consulting firm that specializes in diversity and inclusion. It’s understandable that coworkers would want to know whether their colleague is available, but there’s no reason that they should have to divulge the details of their medical life. If you’re reading this guide, you already know that diversity is important, and you might be responsible for promoting it at your organization. The survey also helps you understand what type of giving makes the most sense to your people (donations, volunteer activities, etc.) Instead, it gives you the fodder you need to make things right. Do they feel like they have equal career opportunities? When the group is established, you need space, meeting times, and a clear way to communicate. 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. For example, the telecom sector in Western Europe (known for its gender inclusive focus) witnessed a seven percent increase in market value for every 10 percent rise on the diversity … People with different religious backgrounds? If those numbers happen to align with better business performance, it might not be a coincidence.The people who oversee diversity and inclusion or company culture at their organizations have the ability to meaningfully change the way the company operates. Will you provoke discontent by asking? The best way to do this is by defining S.M.A.R.T. Sexual harassment is complex, and often deeply emotional, to communicate through a survey. 1 in 5 U.S. employees (21%) say their company believes that people have a certain amount of talent and they can’t do much to fix it. Nadjia Yousif discusses five areas where tracking metrics and data will help leaders know if they're making wins—or falling short. Be transparent about the reason you’re sharing the survey. It keeps both HR and leadership from being blindsided by employee loss or public outcry, and gives you the fodder you need to make better decisions. Create a physical space that appeals to a diverse community. Diversity is easy to break down into metrics—hiring numbers, promotion statistics, demographics. People who didn’t go to a certain school or look a certain way are less likely to have access to advisors who can help them. The first step to building a stronger mentorship program is understanding where mentorship at your company currently stands. 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. To gather more information about a topic, like diversity and inclusion, you can use a pulse survey. We asked them to share their thoughts on how to identify and address microaggressions to create a culture of belonging. Women are often underrepresented in their workplaces, and the struggle to achieve gender equality in pay, career opportunities, and overall treatment has been well-publicized. 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. Sampling is a good strategy for quick insights and general indications about your company culture, not a comprehensive understanding. People from different cultures will be able to weigh in on how it might sit with their palates. Asking about race, gender, and sexual orientation in your surveys can feel personal and invasive, but respondents are rarely put off by them. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above the medians. The time people spend at work is an unmatched chance for change that helps an employer’s culture and bottom line. 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. How should companies think about microaggressions? 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. 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. Species richness, as measure of diversity, has been used by ecologists. When you’ve gotten a read on your company culture as a whole, it’s time to go deeper into specific areas of focus. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. Or been hesitant to ask employees about accommodations they may need? HBR research has proven that diverse teams perform better, but you only get those benefits if each team has a variety of different viewpoints represented. Report illegal incidents to police immediately. Goals. And people feel ho-hum about this. Many companies worry that hiring people with disabilities will come at a high financial cost. It includes nonverbal interactions and is usually based in people’s automatic associations. Diversity tracking seems like it should be straightforward, but if you really want to support your employees work toward a more balanced workforce, you need to think beyond traditional demographics—which really comes down to asking more than the obvious questions. 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. According to SurveyMonkey research, many don’t. Quantitative measurements are aligned with basic principles of affirmative action. Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. But a culture of genius is one where leaders assume (or employees believe that they assume) that workers’ value or skills are fixed—which means employees don’t grow, improve, or add more value in their employer’s eyes. Make sexual harassment policies public and ensure that every employee reads them. Email aliases or dedicated channels on your company messaging service are great places to start. 1) Are you interested in joining? People from different backgrounds are better at recognizing a broader range of market opportunity—which is why diverse businesses do better as a whole. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Together, we created a survey template designed to investigate the many different layers of inclusion in the workplace. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. These form the basis of robust forward tracking to ensure progress is made and embedded. One way to measure and adjust your D&I initiatives is to ask employees about their experience directly. 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. 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. The systemic repression of women at Nike was revealed to reporters at the New York Times in 2018 after an employee sent an internal survey asking women colleagues if they had been the victim of gender discrimination—though many leaders at the company claimed not to know about the situation. 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. Have employees felt comfortable raising mental health issues in the past? We customize these by business unit, geography, and/or cohort. But only 48% of Black workers agree with this statement. But more insidious issues, like perceived disrespect and unconscious bias, can sometimes end up causing the biggest problems down the line. Relying on personal networks also inherently disadvantages people from underrepresented groups. Conduct an internal investigation as soon as a complaint is lodged, and consider engaging an outside firm. Workplaces present both a challenge and an opportunity in mental health. 60% of employees say their compensation is fair relative to others at their company. 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