exclusive presentation — 2015 strategic diversity measurement survey results
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2015 Strategic Diversity Measurement Survey Results
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Julia Mendez-‐ SHRM-‐CP, CDP, PHR, CAAP, CELS Principal Business Consultant PeopleFluent
2015 Strategic Diversity Measurement Survey Results
Sonye? Bailey Senior Product MarkeAng Manager PeopleFluent
© PeopleFluent 2015
Measuring Diversity for Success
Julia Méndez, SHRM-‐CP, PHR, CAAP, CDP, CELS
Principal Business Consultant
SonyeA Bailey
Manager, MarkeDng
9 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
• Why diversity ma?ers • The Industry perspecAve on measuring diversity
• Steps to measure diversity for success
Agenda Agenda
1. Why diversity ma?ers
2. The Industry perspecAve on measuring diversity
3. Next steps to measure diversity for success
Measuring Diversity for Success
10 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
Book “Managing Diversity in Corporate America” challenged companies with embracing workforce diversity
• Improves company’s bo?om line
• Creates a healthier work environment
• Results in greater employee job saAsfacAon
Purpose of the Survey
11 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
• May 2015 (survey date) • 420 respondents • 24% have an advanced diversity funcAon
About the Survey
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Compliance-‐based goals
Diversity Goals
Enterprise Goals
Moving Beyond Compliance
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Are you currently leveraging diversity metrics to support organizaAonal goals? q Yes q No q In the planning stage
Polling QuesAon
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Challenges of Successful D&I Program
Companies want to be more strategic and add value through D&I but ohen have trouble geing started • What are we going to measure? • Why should we measure anything?
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• What exactly does strategic diversity look like?
• What metrics do organizaAons track?
• What should organizaAons do with gathered informaAon?
• What does accountability look like in the diversity area?
Aher Defining Measurement Goals
16 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
InformaAon on Respondents
37.0%
33.0%
30.0%
Size
Small: Less than 1,000 employees
Midsized: 1,000–10,000 employees
Large: More than 10,000 employees
32.5%
36.2%
14.1%
17.2%
Geographic Distribu0on
One country, one locaAon
One country, mulAple locaAons
One country, some global distribuAon
Highly distributed across the globe
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OrganizaAonal Diversity Maturity
23.0%
23.0% 30.0%
24.0%
Undeveloped
Beginning
Intermediate
Advanced
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24% 30%
OrganizaAonal Diversity Maturity Undeveloped Beginner Intermediate Advanced/Vanguard
23%
Goals
Measurement
23%
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Top D&I Strategic Goals
• CreaAng an inclusive company culture (74%) • Increasing employee engagement (64%) • Helping the company become an employer of choice (61%)
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Crah a strategic measurement plan that addresses these organizaAonal goals
Steps to a Strategic Measurement Plan
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Start comparing the current and desired state as it relates to diversity and inclusion
Steps to a Strategic Measurement Plan
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Challenges Among OrganizaAons
42.33%
40.91%
40.06%
39.20% 38.92%
Lack of accepted benchmarks
Lack of budget Difficulty working cross funcAonally
Lack of resources Difficulty demonstraAng
impact of previous efforts
Top challenges to accomplishing diversity goals
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Nature of diversity is broad • “all characterisAcs and experiences that define each of us as individuals” (2000 benchmarking study Best PracAces in Achieving Workforce Diversity, U.S. Department of Commerce)
• 2014 study by Diversity Collegium idenAfied 280 possible diversity benchmarks across 13 different categories
Difficulty in Defining Benchmarks
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Tracking Workforce Demographics
31.0%
69.0%
7.5%
27.5%
2.9%
12.6% 9.4%
5.8%
We don't track workforce demographics We don't know what to measure or why
Underdeveloped
Beginning
Intermediate
Advanced
25 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
As the D&I funcAon matures, the scope of measuring metrics broadens.
What is Measured?
6.4%
12.7%
0.0%
3.2%
22.2%
26.3%
40.8%
15.8%
29.0%
50.0%
Diversity goals related to our succession plan
Work environment
Diversity program efficiency/effecAveness
Legal/compliance costs
RecruiAng outcomes
We use these metrics to measure D&I impact
Beginning Underdeveloped
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D&I IntegraAon
7% 3% 4%
50%
40% 37%
82% 78% 76%
Talent acquisiAon/recruiAng
Learning and development
Employee engagement
Undeveloped
Average
Advanced
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Diversity Goal Challenges
48% 48% 49% 53%
36%
42% 41% 40% 39% 39%
26% 24%
36%
22%
34%
Lack of accepted
benchmarks
Lack of budget Difficulty working cross funcAonally
Lack of resources
Difficulty demonstraAng
impact of previous efforts
Beginning
Average
Advanced
28 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
Partnering with Vendors
36% 39%
21%
12%
36% 30%
47% 45%
27%
64%
Vendors In-‐house Measurement Experts
Our organiza0on uses these diversity resources
Average
Undeveloped
Beginning
Intermediate
Advanced
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Tasks Outsourced to Vendors
8% 6%
14%
9%
12%
20%
10%
19%
CreaAng strategic D&I programs/campaigns
IdenAfying areas of improvement
What tasks does your consultant/vendor help your organiza0on with?
Underdeveloped
Beginning
Intermediate
Advanced
30 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
Measurement of Demographics
Advanced 64.7%
Advanced 12%
Advanced 14%
Advanced 9%
Average 50%
Average 10%
Average 29%
Average 11%
How workforce demographics are tracked
Integrated HR System
Specialized Talent Management Sohware
Manual Process
We Don't Track Workforce Demographics
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Measurement of D&I Impact
39%
48%
13%
How advanced is your organiza0on's measurement of the impact of D&I?
We don't know what to measure / We measure but don't know what acAons to take
We're making progress, but there's sAll more to do
We're ahead of the curve / We're making the business case for D&I investment
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• 24% of organizaAons feel they have succeeded at business case for measurements • Track a wide variety of diversity metrics • Set annual improvement goals • Use analyAcs to problem-‐solve recruiAng and succession planning issues
• Companies that rank in 25% of execuAve board diversity have ROE that is 53% higher than those in bo?om 25%
Most EffecAve PracAces
Sources: Barta, M. (2012). Is there a payoff from top-‐team diversity? McKinsey Quarterly. Forbes Insights (2011). Global diversity and inclusion: Fostering innovaAon through a divesre workforce.
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D&I Strategy by Maturity Level
0.0%
0.0%
5.9%
11.6%
33.8%
4.0%
4.0%
17.3%
30.0%
40.0%
4.0%
27.8%
46.5%
45.0%
54.9%
19.0%
55.7%
61.5%
64.4%
64.7%
We use incenAves for D&I goal accountability
We connect D&I investment to business outcomes
We have used metrics to make the case for culture change
We have in-‐house measurement experAse available
We track demographics through an integrated HR system
Advanced Intermediate Beginning Undeveloped
34 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
Types of Measurements
Basic workforce demographics
(gender, ethnicity)
Advanced workforce
demographics (veteran status, disability, LGBT)
RecruiAng outcomes
Work environment (employee
engagement)
Employee retenAon
Undeveloped 70% 22% 22% 13% 21% Average 84% 47% 50% 47% 48% Advanced 83% 63% 58% 63% 58%
70%
22% 22% 13%
21%
84%
47% 50% 47% 48%
83%
63% 58%
63% 58%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
We use these metrics to measure the impact of diversity and inclusion
35 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
Do you feel you have the right measurement tools and experAse in place to measure diversity for success? q Yes q No q Need to further assess our process and tools
Polling QuesAon
36 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
The Research Shows …
• Measuring mulAple metrics
• Integrated HR system
• Strategic vendor plan
• Driving accountability
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Next Steps
Measuring Diversity for Success
Understand the maturity level of your exisAng D&I program
IdenAfy those diversity metrics that effect change within talent management
IdenAfy the right internal and external resources to efficiently produce results
Share meaningful insight to further D&I iniAaAve
Leverage metrics to engage workforce
38 of 38 © 2015 PeopleFluent | ConfidenAal Measuring Diversity for Success| Oct. 13, 2015
The Four Different Maturity Stages of a Diversity Program Oct. 14, 2015 12PM EDT h?p://www.hci.org/lib/four-‐different-‐maturity-‐stages-‐diversity-‐program?hciaffiliate=HGCJOV
SAll Time to Register
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For more informaDon:
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DISCLAIMER: The informa>on provided in this presenta>on is for educa>onal and informa>onal purposes only. It does not cons>tute legal advice or legal opinions. PeopleFluent makes no claims, promises or guarantees about the accuracy, completeness or adequacy of the informa>on contained herein. Nothing that is provided in this presenta>on should be used as a subs>tute for the advice of legal counsel.
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