Three ways Di­ver­sity Best Prac­tices In­clu­sion In­dex mem­bers let em­ploy­ees be their true selves at work

Working Mother - - Inclusion Index -

1 They en­cour­age man­agers and co-work­ers to be sup­port­ive so em­ploy­ees are com­fort­able dis­clos­ing di­men­sions of di­ver­sity that of­ten aren’t ap­par­ent— sex­ual ori­en­ta­tion, gen­der iden­tity, dis­abil­ity and be­ing a vet­eran. Or­ga­ni­za­tions on the Di­ver­sity Best Prac­tices In­clu­sion In­dex are eval­u­ated on sev­eral ar­eas that re­veal how much em­ploy­ees are able to openly talk about ar­eas such as dis­abil­ity, be­ing a vet­eran and sex­ual ori­en­ta­tion. Or­ga­ni­za­tions note whether they cap­ture data on this at all, what per­cent­age of em­ploy­ees dis­close these ar­eas on en­gage­ment sur­veys, and whether em­ploy­ees iden­tify them­selves as mem­bers of these groups dur­ing re­cruit­ment and af­ter be­ing hired. Through self-dis­clo­sure, these or­ga­ni­za­tions ob­tain in­for­ma­tion on vet­er­ans (99 per­cent), peo­ple with dis­abil­i­ties (93 per­cent) and LGBTQ peo­ple (68 per­cent).

2 Their lead­ers are clear that this is a com­mit­ment from the top— and that dis­crim­i­na­tion and bias aren’t ac­cept­able. A key area of im­por­tance in the in­dex is the strength of lead­er­ship’s com­mit­ment to in­clu­sive be­hav­ior and how that’s com­mu­ni­cated. The com­mit­ment is mea­sured in sev­eral ways—such as whether the CEO is di­rectly in­volved with di­ver­sity and in­clu­sion goals and eval­u­at­ing suc­cess (93 per­cent of in­dex or­ga­ni­za­tions), and whether the CEO holds the lead­er­ship team di­rectly ac­count­able for ad­vanc­ing di­ver­sity and in­clu­sion through­out the or­ga­ni­za­tion (95 per­cent of in­dex or­ga­ni­za­tions.)

3 They com­mu­ni­cate their di­ver­sity progress to em­ploy­ees and the world. Com­mu­ni­ca­tion is mea­sured by how much they share their de­mo­graph­ics and sup­port for di­ver­sity and in­clu­sion with the pub­lic. The im­por­tance these or­ga­ni­za­tions place on di­ver­sity and in­clu­sion— and their will­ing­ness to share their com­mit­ment and their data—isn’t just for “do­ing the right thing.”

The busi­nesses ben­e­fit, as sev­eral stud­ies have found. Ninety-seven per­cent share de­mo­graphic in­for­ma­tion and di­ver­sity sup­port with em­ploy­ees. Seventy per­cent share de­mo­graphic in­for­ma­tion and di­ver­sity sup­port state­ments with the pub­lic.

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