HRO Today September 2016 - 44
ADVERTORIAL
Driving Diversity
Six key measurements for developing a D&I program that fosters business impact.
T
he importance of diversity and inclusion (D&I) has come to
the forefront in recent years, with the labor market becoming
increasingly competitive and large organizations making
substantial investments to their programs. Diversity of all kinds-
race, age, sexual orientation-has the power to bring a sought-after
advantage to organizations looking to attract and retain today's best
talent.
Human resource practitioners have understood the importance of D&I
for some time. In fact, the 2015 HRO Today Services and Technology
Association Staffing Metrics Report indicates that diversity is among the
most common areas of measurement among talent industry practitioners.(1)
And there's more evidence than ever that supports the business case for
D&I. A 2015 study by McKinsey & Company finds that companies in the
top quartile for gender or racial and ethnic diversity are more likely to
have financial returns above their national industry medians. Companies
in the bottom quartile in these dimensions are statistically less likely to
achieve above-average returns(2)
.
Measuring the impact of D&I will allow organizations to continue to
Highlights from the white paper: " Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For Driving
Measurable Improvements " with commentary from Peter Vermeulen, Head of HR Americas, the Linde Group
M
any companies have 30 to 50 or more different metrics
that can touch on D&I. That means they do not need
more ways to measure D&I; they need fewer. We focused
on reducing that list and in the end arrived at six core
measures. We call this framework the D&I " six-pack. "
The D&I six-pack is clear and simple, and it can be developed into an
analytics dashboard to quickly show results on one page. Familiar redyellow-green
status indicators highlight areas of general improvement,
as well as more urgent areas of need.
In the right system, this dashboard enables users to click directly
through to contributing analytical details. The advantage of this
simplified approach is that it triggers the right conversation.
Rather than focus on what and why we're measuring, we can focus on
what to do about the results and how to improve. This sets a path for
improving diversity and reinforces leadership accountability.
The term " six-pack " is commonly associated with muscle-building
and fitness. Likewise, the key D&I areas of measure can be treated as
muscles. Improvement around each measure will have an effect on
the others. Together, they contribute to diversity as an overall talent
strength. The six-pack comprises five components that relate to the
makeup of the workforce, and one that focuses on the experience of
the " workplace. "
grow their programs and drive the bottom line. What's the best way to
approach it? This is the central question addressed in a recent white paper,
Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For
Driving Measurable Improvements, written by Peter Vermeulen, Head of
HR Americas for The Linde Group, with commentary from Audra Jenkins,
Senior Director, Diversity and Compliance, Randstad Sourceright.
The new white paper discusses the development of the dashboard
for measuring D&I metrics, identified here as the D&I " six-pack. " This
is a practical set of metrics that ascertains an organization's diversity
strength by identifying the six types of workforce data needed, as well as
how to measure them.
The strength of the D&I six-pack is that it's systematic and complete,
using clearly defined criteria with straight-forward identification of the
optimal ways to measure them.
This approach, coupled with strong support about the need for diversity,
is what HR leaders need to further the case to the C-suite for diversity
and inclusion in their organizations.
HRO Today September 2016
Table of Contents for the Digital Edition of HRO Today September 2016
HRO Today September 2016 - 1
HRO Today September 2016 - 2
HRO Today September 2016 - 3
HRO Today September 2016 - 4
HRO Today September 2016 - 5
HRO Today September 2016 - 6
HRO Today September 2016 - 7
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HRO Today September 2016 - 24
HRO Today September 2016 - 25
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HRO Today September 2016 - 28
HRO Today September 2016 - 29
HRO Today September 2016 - 30
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HRO Today September 2016 - 33
HRO Today September 2016 - 34
HRO Today September 2016 - 35
HRO Today September 2016 - 36
HRO Today September 2016 - 37
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