Di­ver­sity Best Prac­tices In­clu­sion In­dex

In its sec­ond year, our di­ver­sity and in­clu­sion in­dex mea­sures which or­ga­ni­za­tions are cre­at­ing work­places where peo­ple are free to be them­selves. Here are ma­jor lessons for or­ga­ni­za­tions and sto­ries of five em­ploy­ees who are flour­ish­ing.

Working Mother - - Contents - BY BAR­BARA FRANKEL

These com­pa­nies em­brace peo­ple’s dif­fer­ences and help em­ploy­ees of all back­grounds suc­ceed.


The Di­ver­sity Best Prac­tices In­clu­sion In­dex helps or­ga­ni­za­tions see how their di­ver­sity and in­clu­sion poli­cies and prac­tices stack up against oth­ers.

This year, the num­ber of par­tic­i­pants more than dou­bled, with 124 shar­ing their data. An in­dex, un­like a list, does not have a set num­ber of or­ga­ni­za­tions to rec­og­nize. In­stead, a thresh­old per­cent­age is set at which point any par­tic­i­pant with that per­cent­age or bet­ter qual­i­fies for the in­dex. The Work­ing Mother Re­search In­sti­tute de­ter­mined that or­ga­ni­za­tions scor­ing 65 per­cent and above should be rec­og­nized for their high-qual­ity di­ver­sity and in­clu­sion work, and named them Di­ver­sity Best Prac­tices In­clu­sion In­dex mem­bers. A sec­ond thresh­old was es­tab­lished at 81 per­cent to rec­og­nize 31 or­ga­ni­za­tions that had su­pe­rior achieve­ment. Par­tic­i­pants are scored on three ar­eas: best prac­tices in re­cruit­ment, re­ten­tion and ad­vance­ment of peo­ple from un­der­rep­re­sented groups—women, racial/eth­nic mi­nori­ties, peo­ple with dis­abil­i­ties, and les­bian, gay, bi­sex­ual, trans­gen­der and ques­tion­ing (LGBTQ) peo­ple; cre­at­ing an in­clu­sive cul­ture through lead­er­ship, com­mu­ni­ca­tions and em­ployee en­gage­ment; and trans­parency in will­ing­ness to share work­force de­mo­graphic data.

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