Inclusion requires a culture where employees feel welcome, respected, and empowered to grow. Diversity and inclusion aren’t things you can measure with KPIs and one day announce “Mission Accomplished.” Amber Baldet , co-founder of Clovyr and former head of the blockchain team at JPMorgan Chase, drives this point home: “Inclusion happens when your recruiting process casts a wider net for qualified candidates. Where did you grow up? The goal is to show potential candidates that there is a place here for people of a variety of different backgrounds, and that everyone can thrive. But more insidious issues, like perceived disrespect and unconscious bias, can sometimes end up causing the biggest problems down the line. Make sexual harassment policies public and ensure that every employee reads them. There’s a lot of room for improvement here. But we’ve found that asking people about their goals is a better way to do it. Prospects know that they’ll be working with people who with similar passions and priorities. Encourage your people to refer candidates from diverse backgrounds, and consider altering your referral bonus to promote diverse hiring. There are a whole host of reasons that companies should think about creating mentoring programs. Species density or the number of species per m 2 is most commonly used to measure species richness. When we surveyed workers about the pay gap between white men and Latina women, 4 in 10 people did not believe that Latinas face racial discrimination. People who come from different backgrounds have different needs. Our goal is always to give every unique viewpoint a voice, and make everyone feel like they are valued. Where diversity is about variety, inclusion is about having a solid foundation for supporting employees and their different needs. Exit: Exit interviews are your best chance to get brutally honest feedback about your company culture. Our Pay Gap template tells you, quickly and simply, exactly what employees think about compensation at your company. The impact that mentorship has is powerful—and lasting. People who don’t feel like they can access a mentor within their organization are more likely to look elsewhere, which might ultimately lead to loss of talent if those employees decide to follow their mentors elsewhere. When you’ve gotten a read on your company culture as a whole, it’s time to go deeper into specific areas of focus. What can companies do to take the stigma out of mental health and promote wellness? These form the basis of robust forward tracking to ensure progress is made and embedded. Diversity tracking seems like it should be straightforward, but if you really want to support your employees work toward a more balanced workforce, you need to think beyond traditional demographics—which really comes down to asking more than the obvious questions. We’re still working toward our other Diversity and Inclusion goals, but using hard numbers to hold ourselves accountable has been a first step toward tangible change. The Mckinsey research mentioned at the beginning of this guide also offers some hard financial  numbers to back you up: Companies in the top quartile for ethnic diversity are 35% more likely to have better financial returns than the industry medians. If you’re interested in seeing how your company culture has changed over time, you can set up a recurring survey and benchmark your responses against your past results. Here’s what each means at the most basic level. And perception of culture can differ dramatically from person to person. If you force it and, for example, proactively start a group for the five Black employees at your 400 person company, you risk tokenizing those people and making them even more uncomfortable. Your Human Resources Information Systems (HRIS) likely has gender identification and racial identification data from the hiring process. Your company does one-directional, top-down feedback in annual reviews in lieu of ongoing conversations where the employees get to participate in setting goals and discussing their progress. For more context about the challenges—and opportunities—of mental health in the workplace, we talked to Mind Share Partners—a nonprofit changing the culture of workplace mental health so that both employees and organizations can thrive. Women were significantly more likely to apply to the businesses that focused on growth. What are the most common issues that come up? We asked them to share their thoughts on how to identify and address microaggressions to create a culture of belonging. At the same time, you might also have a program in place that no one is using. Caveat: Because diversity is much easier to measure than inclusion, companies sometimes think they are doing the latter when, in fact, they are not. You can read through all of them if you like, or skip to the areas that you think are the most relevant to your company, based on your results from the inclusion survey. There are many different sides to gender equality, and many companies fall short by focusing too closely on only the most glaring problems. People from different backgrounds are better at recognizing a broader range of market opportunity—which is why diverse businesses do better as a whole. For example, employees might believe that people from different genders are unequally compensated, even if that isn’t true at your organization. Is it a part of their training? Are the bonding activities something that every member of the team can participate in? Species Richness = an index based on the number of species i. Our research also found that young people and racial minorities are more likely to struggle with anxiety and depression—which makes sense for groups that tend to face higher scrutiny. Dedicate a conference room for prayer or employee group meetups during certain times. Set hiring and leadership diversity quotas. Expansive but still relatively quick to take, it focuses on the three key aspects of inclusion, according to research by Stanford University researchers Carol Dweck, Greg Walton, and Geoffrey Cohen. The only way to address inclusivity in your organization is to turn it into a company-wide conversation. Do they feel like they have equal career opportunities? Companies should facilitate mentorship programs—not rely on individuals to find help themselves. It just means that you need to be aware of those numbers in addition to some of the other areas that are typically overlooked. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. Ideally, take out advertising space in publications that cater to underrepresented groups. The CEO of JP Morgan, Jamie Diamond, famously advocates for talking to younger people. ii. The benefits of having a diverse company also apply to diverse mentorships. Many employees still feel that they don’t belong, and dozens of companies have made recent headlines for diversity and inclusion-related crises. Patagonia’s environmental work, for example, has become a big selling point for the company among prospective employees—and rightly so. *This guide will refer to LGBTQQIAAP individuals under the broader (though less accurate) umbrella of “LGBTQ.” This is strictly in the interest of brevity and clarity, since “LGBTQ” is the more widely-known term. Your job as an HR person is to balance each group’s desire to “bring their authentic selves to work” with appropriate workplace behavior. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. Each of your employees has layers—lots of different identities. Some planning decisions are more expensive than others, but each sends an important message. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. ERGs are empowered by the fact that they’re self-driven, and you need passionate employees to take on leadership roles. Will you provoke discontent by asking? Slicing and dicing these results can help you understand where you need to focus your efforts first. If they reflect enthusiasm, you have a clear opportunity to boost engagement. Despite their ubiquity, mental health stigma is especially prevalent in the workplace where it remains a taboo topic. We used the template to survey 843 working Americans, and the results were telling: The business significance of these findings is profound. If that’s not an option for you, then simply changing the way that you present yourself as an employer can make a difference. ), Whether women are accurately represented in leadership positions (and whether employees perceive this to be true), Whether women feel that their ideas are fairly acknowledged and their merit is recognized, Whether women think promotions, raises, and other opportunities are awarded fairly, Whether employees believe that gender diversity is truly a value for your company and how your existing policies and programs are viewed, Whether employees feel like they can maintain work/life balance. Getting different viewpoints is the best way to create innovative solutions. The systemic repression of women at Nike was revealed to reporters at the New York Times in 2018 after an employee sent an internal survey asking women colleagues if they had been the victim of gender discrimination—though many leaders at the company claimed not to know about the situation. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. How should companies think about microaggressions? Typically, the value of a diversity index increases when the number of types increases and the evenness increases. Organizations that create a supportive mental health culture will do good by their employees and by their bottom line. Expecting employees to find their own mentors is problematic for both the individual and their employer. Boston Consulting Group is an Equal Opportunity Employer. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. It means making a conscious effort to diversify teams and management, in addition to overall numbers. At SurveyMonkey, we set a goal of having a 50/50 gender split on our board—a goal that we achieved in 2018. It includes nonverbal interactions and is usually based in people’s automatic associations. This is a great way to hold your org accountable for change. When companies prioritize mental health, it pays off. Relying on personal networks also inherently disadvantages people from underrepresented groups. Or been hesitant to ask employees about accommodations they may need? Workplaces present both a challenge and an opportunity in mental health. Even if you decide not to use any of the free templates provided in this guide, you should still regularly survey employees about diversity and inclusion issues relevant to your company. SurveyMonkey has made extensive changes based on employee feedback, including changing our benefits programs to better support our employees’ values. When you’re asking about sensitive topics, you’re asking respondents to be vulnerable. This tells employees they are the ones who define our company culture. Although HR leaders do need to give employees the tools they need to start an ERG, it’s not your place to start one without eager participants. This type of environment will also affect your employees’ ability to perform—if people don’t feel empowered to voice contrary opinions, how can you trust that they’ll speak up about potential business mistakes? 2. The best results come from creating a diversity and inclusion initiative and continually making … According to PR specialist Sarah Stoddard, of Glassdoor: Employers need to work a little harder to find and retain talent. A now famous study from Georgia Tech found that job applicants with traditionally “Black-sounding” names received 50% fewer callbacks than equally qualified applicants with “white-sounding” ones. 44% of employees didn’t feel that they could express a contrary opinion at work without fearing negative consequences. We also have an Integrity Hotline—an anonymous service through which employees who don’t want to go on record can anonymously report breaches of SurveyMonkey policies or values. If you’re not sure what makes you a desirable employer from a D&I perspective, think more holistically about the opportunities for growth at your organization—these may appeal to underrepresented groups, even if they’re not explicitly focused on empowering a certain identity. Once targets or other goals are set, responsibility … Of privilege—it should be something that anyone who wants to grow and evolve—which makes them happier. 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