Why is it important to measure inclusion?
“What is measured gets done”
We use this phrase whenever we are creating organizational change or introducing a new product in the market. But have you ever heard this phrase used in the context of inclusion? Probably not.
The truth is, too many organizations are busy playing around with various activities and lack evidence that informs efforts to implement successful Inclusion & Diversity (I&D) programs and create organizational inclusion. Just as we use data to understand how to sell a new product on the market, we need to have an evidence-based approach for I&D. This approach helps you to measure progress and whether you are reaching your targets and goals. Until you have conclusive data, you are just guessing and running around like a “headless chicken”. In the same way that you don’t guess the figures on sales or operational efficiency, you should not play guessing games on I&D data analytics.
Data is the key pillar of a successful strategy, not just I&D strategy. Both qualitative and quantitative numbers help to identify and understand the challenges, actions, and measures for successful organizational change.
Additionally, it helps to measure the gaps and identify what is working well. Basically, what data helps you to do, is to set meaningful, impactful but realistic goals and targets and to measure progress and success.
One example of how to effectively use data to measure the fruit of inclusion is the gender pay gap. The gap is measured on an hourly basis and shows clear evidence that women are paid less and work more part-time than men. If the difference is high, then it is important to conduct a deeper level of analysis.
There is the existing organizational data that is critical in helping you to measure inclusion and strategize how to approach other areas, such as:
Recruitment – Informing recruitment strategy and practical processes including creating diverse slates and panels
Performance & Promotion – Assessing trends related to promotions, performance, talent development, and reward
Attrition – Visualizing attrition across diversity categories and understanding key drivers for the same
Start using data in diversity and inclusion initiatives. It will help your organization to move beyond tick-the-box exercises. As scary as it might be, accurate data is an honest look at where your organization is, where it is strong, or where it might be falling short.
By assessing the experience of specific groups in your firm, you dig deeper into understanding the real problem. Analyzing the data by age, gender, religion, and ethnicity allows you to identify patterns and opportunities to create real change. Having honest data can help you to build a single source of honest, transparent, and accessible information for managers and employees and a clear buy-in to understand why some actions need to be taken. Only then will you be able to develop the right strategy and actions to improve business performance and see the best return on your I&D investments.
If you want to know more about I&D data, click here.
Inclusionem is a global Diversity and Inclusion Consultancy based in Dubai. We specialize in measuring inclusion, diversity and inclusion strategy, inclusive leadership training programs and inclusive communication. Our diversity and inclusion consultants create an impact daily and help to build inclusive organizations in Dubai, the Middle East and all over the world.
