Effective Ways to Measure Diversity Equity and Inclusion

Much is currently being written and shared about improving diversity, equity, and inclusion (DEI) within the workplace. At DecisionWise, we hope to add to the conversation by helping organizations build listening programs that will help them better evaluate their DEI efforts. For the month of July, we will focus on DEI.

Our research has led us to a four-part model when measuring DEI:

In today’s issue, we will focus on?Voice?and?Growth, covering the remaining two elements in our next issue.

The key to employee?Voice?is that employees must: (a) have a reasonable opportunity to be heard, and (b) be able to express themselves without fear of reprisal. Here are some suggested survey items you might include in your listening campaigns:

• We listen to and value each other’s thoughts and opinions.?
• This organization values employee input, feedback, and suggestions.?
• I feel that I can share my ideas and opinions without fear of negative consequences.?
• My supervisor regularly recognizes my efforts and contributions.?
• This organization is responsive to ideas and suggestions for improvement.?

In the context of employee?Growth, consider how you might use these potential statements:?

• My supervisor supports my efforts to develop and grow.?
• I am satisfied with the opportunities for my own professional growth in this organization.?
• I have received the training I need to do my job well.?
• I feel challenged and stretched in my job in a way that results in personal growth.?
• I have the tools and resources I need to do my job well.?

However, asking these questions is not enough. You should also give care to the following issues:

Issue #1?Take time to load demographic information into your survey tool to evaluate how these items rank for those within diverse communities.

Issue #2?In this same vein, do not rely on self-reported demographics. Some respondents are subject to bias. They underreport their associations with minority populations, answering according to what they think is socially desirable or out of fear.

Issue #3?In the context of DEI, seriously consider using a third-party survey vendor to ensure confidentiality. Costs have decreased for survey administrations and using a third party demonstrates a commitment to getting the right data from your people confidentially. Again, let your employees know why this survey will be different and explain how you are committed to preserving confidentiality by using a third party.

Issue #4?Take time to specifically identify what diverse communities will be involved and consider whether the measures are appropriate to each of these communities. Would focus groups be better received?

Issue #5??Avoid pre-existing biases that may be ingrained within your culture. Consider this anecdote.?Sheryl Sandberg, during her tenure at Google, was instrumental in creating designated parking spots for those who are pregnant. Google leaders asked themselves why it took so long to recognize this need. The answer: no leader with executive power had ever been pregnant before. This story begs this question: Does the group tasked with solving or measuring a problem possess sufficiently diverse perspectives to solve the underlying problem?

There is still much to be done with DEI. We are just getting started. Yet, at DecisionWise, we are so pleased to see the progress we are all making. Let’s keep the momentum rolling!