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