DEI最佳实践报告+DEI+Best+Practices+Report

Tableof

Contents:

Introduction:

TheLandscape 3

I.FocusandInitiativesintheWorkplace 5

II.WorkloadChallenges 9

III.BestPractices 12

IV.Conclusion:What’sNext? 18

TheDiversityDataExperts™2

Introduction:TheLandscape

Introduction:

TheLandscape

Phraseslike“beingwoke”and“cancelculture”havebecomepartof

mainstreamdiscourseandcontinuetogrowinrelevanceassocietybegins

holdingcompaniestohigherstandards.WiththeadventoftheBlackLives

Matter(BLM)and#MeToomovements,wehavewitnessedashiftinalignment

forcompaniestomeetagrowingdemandforsocialchangethatismeaningful

andimpactful.

Becauseofthis,ithasbecomeimperativeforbusinessleaderstoacknowledge

thepresenceofexclusionarypracticesexperiencedbymarginalized

employeesandtakecorrectivestepstowardsrectifyingstructuralbarriers

atthesystemiclevel.

Withthisinmind,it’simportanttounderstandthattheworldismore

interconnectedthanever,andassuch,workplacesareincreasinglydiverse.In

manyforward-thinkingoffices,youcanfindemployeesandcustomersofevery

racial,religious,cultural,gender,sexuality,physicalability,andsocioeconomic

background.Focusingondiversity,equity,andinclusion(DEI),though,isnot

justamatterofbuildingaworkforcethataccuratelyreflectsthepopulation

itserves.DEIinitiativesalsostrengthencompaniesfromtheinsideout,asa

diverseworkforcemeansmorevaluableperspectives,skills,andtalents.

TheDiversityDataExperts™3

Introduction:TheLandscape

Formanycompanies,though,afocusonDEIisrelativelynew.Whilesome

moreprogressiveorganizationsmayhavestaffwhoarededicatedtosuch

initiatives,othersmightseeDEIinitiativesasanewresponsibilityforhuman

resourcestoundertake.Tounderstandwhat’sneededtoimprovediversity,

equity,andinclusionintheworkplace,it’simportanttofirstbeginwitha

breakdownofwhatDEIactuallymeans:

.Diversityismakingaconcertedefforttohavepeopleofdiversebackgroundsvisibly

presentandrepresentedintheworkplace.Race,gender,socioeconomicbackground,

sexuality,disability,religion,andothersociallyascribedattributesintersecttocreate

anindividual’sidentity.

.Equityistheguaranteethatthereisalevelplayingfieldwhereeveryoneisassumed

tohaveaccesstothesamelifeopportunities.Intheabsenceofthis,equityrefers

toourcommitmenttoleveltheplayingfieldtocreateamorefairexperienceina

pluralistic,multi-culturalsociety.Itacknowledgesthatmarginalizedgroupsofpeople

facemoreobstaclescomparedtotheirmoreprivilegedcounterparts,resultingin

differentlifechancesthatweoftenassumearemerit-based.

.Inclusionistheactiveresponsetodiversityawareness.Theworkplacemustthat

createaworkplacecultureofsafetyandbelongingfordiversegroupsofpeoplefor

themtothrive.

Wedidnotarriveatthispointovernight;itistheculminationofdecades

ofunaddressedsocialinjusticesthathavewoventheirwayintocultural

dynamics,infiltratingworkplacepolicy,practicesandprocedures.Dismantling

thesystematicbarriersthatexistformarginalizedgroupsofpeopletocreate

amorefairplayingfieldrequiresaconcerted,conscientiouseffortonbehalf

ofallstakeholders,particularlyseniorleadership.TheDEIlandscapeprovides

aroadmapforleadershiptoaddresssocialinequitiesbyintegratingdiversity,

equity,andinclusiontocreateasaferworkplacethatsupportsathriving

environment,leadingtobetterinnovation,productivity,andtalentattraction.

TheDiversityDataExperts™4

FocusandInitiatives

intheWorkplace

ThefocusonworkplaceinitiativesthathaveevolvedfromtheDEIlandscapehasbecomemorepronouncedwiththeadventofsocial

I.FocusandInitiativesintheWorkplace

movementsdemandingsocialchangeatalllevelsofoursocietalstructures.

Wearenoticingashiftinbothsocietallawsandnormsthatdictatea

businesses’profitabilityandsurvivability.

Trendsacrossmillennials,

whocurrentlymakeupaboutathirdofthe

workforce

,(withaneven-more-demandingGenZtrailingshortlybehind,

whowillcompriseanestimated27%oftheworkforceby2025)areshifting

corporateculture’sfocustoavalues-basedapproach.Theculminationofall

ofthesemovingpieceshasledtoasurgeinmoreprominentDEI-focused

initiativesintheworkplace.

Attheveryleast,businessesarenowinapositionofhavingtoreflectupon

andacknowledgethenecessitytotakestepstowardsimplementingDEI

initiativesperthedemandsoftheinvolvedstakeholders.“Bymeasuring

empiricaldifferencesinsubjectiveexperience,”

DEIinitiatives

haveled

“companies[to]unlockkeyinclusionopportunitiestoachievetheirbusiness

objectives.”Acrossvariousindustries,thequestionisnow,“howcanImeasure

andimplementasuccessfulDEIworkingmodel?”

WhatArethePositiveImpactsofCompanies

DoingDEIWork?

TheinterestsofemployersandemployeesconvergeundertheDEIlandscape.

Employershavecometounderstandthatworkerswhofeelvalued

TheDiversityDataExperts™5

I.FocusandInitiativesintheWorkplace

asindividualsdriveoverallcompanygrowthintheareasofinnovation,

productivity,talentattraction,employeeretention,andmore.

Empirical

evidence

revealsthecorrelationbetweendiversity,creativity,productivity,and

thebottomline.Toquantifythisstatement,

itwasfoundthat

“companiesthat

exhibitgenderandethnicdiversityare,respectively,15%and35%morelikely

tooutperformlessdiverseanizationswithmoreracialandgender

diversitybringinmoresalesrevenue,morecustomersandhigherprofits.”

AnotherbenefitofusingaDEI-basedapproachtocreatingawork

environmentisthatitbuildstrustamongemployees.

Teamsare158%more

likelytounderstandtargetcustomers

whentheyhaveatleastonemember

whorepresentstheirtarget’sgender,race,age,sexualorientation,orculture.

Notonlythat,butcustomersaremorelikelytofeelwelcomedandunderstood

byacompanywhenit’sclearthattheirdiversityisreflectedintheemployee

pool.Thereisaclearbuy-inforemployersandemployeestoengageina

mutuallybeneficialDEIworkingmodel.

WhatAretheConsequencesofNotEngagingin

DEIWorkinYourCompany?

CompaniesoftenskipDEIinitiativesbecausetheprocesscanbecumbersome

andlaborintensive.ItmayrequirehiringsomeonewithexpertiseinDEIor

addingnewjobresponsibilitiestohumanresourcespersonnelwhomayalready

bestretchedthinintheirduties.

However,empiricallyscrutinizeddataconfirmsthat,forcompanies,nottaking

theinitiativetodomeaningfulDEIworkisariskwithsignificantbusiness

consequences.Forexample,itwasfoundthat

companieswithhigherdiversity

inmanagementearned,onaverage,38%morerevenuethancompanieswith

lowerdiversity

.It’snotjustbecauseadiverseworkforceleadstogreater

innovationandproductivity,it’salsobecausealackofdiversitytracks

negativelywithtoday’scustomers.

TheDiversityDataExperts™6

I.FocusandInitiativesintheWorkplace

Modernboycottingintheformofcancelcultureandhighemployeeturnover

ratesreflectsthevalues-basedshiftthatishavingconcreteconsequences

inprofitabilityandsustainability.Inthepast,theremayhavebeenageneral

feelingthatDEIconsistedofnothingmorethanfeel-goodinitiativesmeantto

helpmarginalizedindividualswithincompaniesfeelmorecontentintheirroles.

However,it’sincreasinglycleartodaythatDEIisabusinessimperativefor

companiesthatwanttosucceed.

WhoDoWeHoldAccountabletoImplementa

DEIFramework?

Non-discriminatorylegislativemeasuresfortheworkplacehavealready

becomemorepresentasaresponsetotheongoingcivilrightsmovements.

ThedemandforrobustDEIprogramshasbecomeemphasizedacrossthe

publicandprivatesectorsexponentially.

Whileseniorleadershipmaybeawareofthepositiveimpactsofimplementing

theDEIlandscapeintheworkforce,itisstillanewfrontierformany

businesses,presentingchallengeswhenitcomestoactionandfollow-through.

Processingsubjectivedataandtransformingitintoquantifiablesolutionscan

beacumbersomeprocess.

OutsourcingthisworktoDEIfirmsordoingin-housetaskforceswitha

ChiefofDiversityandInclusionatthehelmhasbeenlimitedinapproach

sofar.OutsideDEIfirmsmaynothavethebestunderstandingofaspecific

company’sstructure,policiesandprocedures,anduniquechallenges.

Meanwhile,aninternalDEIexecutivemaybebeholdentohigher-ups’interests

andfeelpressuretodeliverfindingsandinitiativesofaspecificnature,rather

thanwhat’sactuallyneeded.

TheDiversityDataExperts™7

I.FocusandInitiativesintheWorkplace

That’swheretechnologyholdspromise,asit’snotbeholdentointernal,

potentiallybiasedinterests,andcanbecustomizedtomeetspecificcompanies’needs.However,untilnow,businesseshavehadchallengesfindinganeffectivetechnologysolutiontofulfilltheirDEIinitiatives.

ThisiswhereDiversiocomesin.Throughsmarttechnology,Diversiohas

createdanefficientDEIimplementationprogramthatprovidesfastand

realresults.Oursmarttechnologyusesaggregatedatadifferentiatedwithin

aworkingpopulationtoproviderealsolutionsforbusinessesthatcanbe

implementedefficientlyandeffectively.

Ourtechnologyprovidesintuitiveandsimpleprocessesthathaveatrack

recordofguaranteedprogressacrosstheDEIlandscape.Aprocessthathas

takenseveralweekstoseveralmonthstocompletecannowbesuccinctly

initiatedwithinamonth,withfollow-upstoensureourclientsaresupportedin

theimplementationoftheirDEIefforts.

TheDiversityDataExperts™8

II.WorkloadChallenges

Workload

Challenges

ThescopeofDEIworkexistsonalargescale.Untilnow,measuringDEI

hasbeenacumbersome,time-consumingprocess.Lengthier,open-ended

responsespresentthechallengeofconsolidatingqualitativedataefficiently

intoaplanofactionintheworkplace.Subjectivedatacantakeweeksor

monthstocompileandanalyze.

HowDoYouRemoveInternalBarrierswithinYour

Workforce?

Participationfrommarginalizedstakeholdersmaybelimitedduetothe

bandwidthrequiredtocompleteDEIsurveys.Additionally,DEIsurveys

conductedin-houselacktheblanketedprotectionofanonymity.Thiscan

createahesitancyformarginalizedgroupstoprovidefeedbackwithfull

transparencytopreservetheirjobsecurity,oftenduetoafearofretaliation.

Diversioaddressestheseissuesbyguaranteeinganonymitybyprovidinga

third-partyanalyticalservice.Oursmarttechnologycansimplifytheprocessof

collectingandinterpretingdatawhilepresentingsuccinct,easy-to-understand

programs,policies,andsolutions.

ThesurveywehavecreatedtakesfourminutestocompleteandalignstosixKPIs

thatwerethoughtfullyresearchedtoexcavatetotheheartofhowcompanies

areperformingintermsofDEIrecognitionandimplementation.While

eachKPImeasuresaspecificDEI-relatedmetric,wehavefoundsafetyand

belongingnessisthefoundational,bottomlineofasuccessfulDEIframework.

Ouranalysisfocusesontheexperiencesofdiversegroupswithinagiven

workforceconcerningsafetyandbelongingnessandprovidessolutionsand

recommendationstoensuretheDEIlandscapeiseffective.

TheDiversityDataExperts™9

II.WorkloadChallenges

WhatAretheChallengesCompaniesFacewith

InterpretingDEIData?

Average-basedsurveyanalysishasnotbeenabletoreflectafull,accurate

picturewhenitcomestoexperiencesofmarginalizedgroupsofpeopleinthe

workplace.Ourtechnologyfiltersaggregatedatathroughagranularprocess,

accountingforvariedexperiencesacrossaworkforcepopulation.Throughour

enhancednaturallanguageprocessingcapabilities,ourAItechnologyprovides

aservicethatnootherDEI-basedtechnologycurrentlyoffers.Open-ended,

subjectivesurveyresponsesareanalyzedacrossvariousmembersofdiverse

groupswithinaworkforcepopulationusingnaturallanguageprocessing

technology.Ourtechnologyaccountsforarangeofexperiencesbasedonthe

sociallocationofpopulationswithinaworkforce.Itiseffectivebecauseitcan

pulloutkeypainpointsfromthoseresponses.Theaggregateofthatdatais

thenusedtoproduceasolutions-basedapproachtoDEIinitiatives.

Forexample,ciswhiteheteromenbelongingtothedominantgroupusually

experienceamoreaccomodatingworkplaceenvironment.Theirsurvey

responsescanskewdata,overshadowingtheexperiencesofmarginalized

groupsofpeople.Theexperiencesofwomen,POC,LGBTQ+,andworkers

withdisabilitiesconcerningworkplacesafetyandbelongingnessbecome

muddledbydominantgroupresponses.Bylookingatacomparisonofeach

individual’ssociallocationwithinaworkplace,Diversio’sintelligenttechnology

canprovidemeaningfulsolutionsbycomparingrecentcohorthirestothe

existingpopulationdiversity.

HowDoYouTranslateRawData

intoMeaningfulActions?

Diversio’sDEItechnologyhasmadeimplementingDEIinitiativesanaccessible

platformforbusinesses.Ittakesrawdataandtranslatesitintomeaningful

TheDiversityDataExperts™10

II.WorkloadChallenges

actions.Thisensuresthatthereisanonusondepartmentheadsforhigher

levelsofaccountability—notjustlipservice.Itbuildstrustinemployees,

promotingsafetyandbelongingnesswhentheyseerealchangesimplemented

onastructurallevel.

Theresultsaregreateremployeemorale,whichleadstogreaterretention.

Employeeswhofeelheardandvaluedaremorelikelytoworkharder,and

smarter,leadingtoincreasesinproductivityandinnovation.Thisishow

moderncompaniescantrulypullawayfromthepack.Usingtheirdiverse

talentpooltothebestoftheirabilitiesdoesn’tjustleadtobetterproducts

andservices.Italsosendsastrongmessagetoitscustomersandpotential

customersthatpeoplelikethemarevalued.Andthat’samongthebestwaysto

buildbrandloyalty.

TheDiversityDataExperts™11

III.BestPractices

Best

Practices

MeasuringDEImetricstraditionallyhasbeenaladendownprocessforall

stakeholders,fromemployeestoHRmanagementtoteamleadershipand

otherDEItaskforceactors.Insteadoffeelingliketheirinputisbeingvalued

toaccomplishmeaningfulDEIinitiatives,stakeholdersmayfeelburdenedby

alengthyprocessandlesslikelytomeaningfullyengage.Diversio’ssuccessin

yieldinghigheremployeeengagementcomesfromrecognizingtheneedto

consolidatethedata-gatheringphase.

HowHasDEIWorkTraditionallyConsumedTime?

WhilesomecompanieshavethedesiretotakeonDEIinitiativesanddon’t

knowexactlywheretostart,othercompaniesgetstucktryingtoeffectivelyand

efficientlyanalyzesubjectivedataandtranslateitintomeaningfulworkplace

policypractices.HRdepartmentscanbecomeoverwhelmedbyaprocessthatis

usuallyconductedbyhighlyspecializedsocialscientistsorotherDEIfirms.

TraditionalDEIinitiativeprocessesconsistofseveralsteps.Firstdatais

gatheredwhichthenmustbeanalyzedtodeterminetheneedforchange.

Then,adesignatedDEItaskforcedesignsastrategyaligningtheresultsofthe

datatothebusinesses’DEItargetoutcomes.Afterthat,theDEIinitiativesare

implemented,andfinally,theplanshouldbeevaluatedforefficacyandaudited

basedonthesignificanceofitsimpacttodetermineifadjustmentsshouldbe

madeaccordingly.Thisprocesscantakemonths,ifnotyears.

However,Diversio’sartificialintelligencetechnologycanexpeditetheprocess,

revolutionizinghowbusinessesmeasureandimplementDEIinitiativeswith

smartandthoroughanalysisofsurveyresults.

TheDiversityDataExperts™12

III.BestPractices

Diversio’sDEIsmarttechnologyshortenstraditionalprocessestoroughly

three-and-a-halftofourweeks.First,afour-minute,anonymoussurveyis

administered,givingemployeestwoweekstocompleteandsubmit.Itconsists

of10questions,eachonedesignedtomeasureaspecifickeyperformance

indicator(KPI).

Naturallanguageprocessingtechnologyisusedtoanalyzeopen-ended

feedbackincludedinthesurvey,expeditingtheanalysisofsubjectivedata.

Then,inabouttwoweeks,theaggregatedataisleveragedintosolutionsinthe

formofcustomizedandactionablerecommendations.

SophisticatedDiagnostics

Createaholisticpictureofdiversity&inclusionin

lessthanthreeweeks,usingourEnterpriseplug-in

or4-minutepulsesurvey.

TheDiversityDataExperts™13

III.BestPractices

In-houseconsultationsandtrainingthatarerelatableareextractedfrom

diagnosticassessments.Diversio’sprocesshelpsorganizationstomovequickly

usingmeasuredmetrics.Weaskiftheseinvestmentsindiversityworkshops

andpoliciesareactuallyhavinganimpact,andadjustaccordingly.This

ultimatelyhelpscompaniesdefinewhotheyare,whichimpactstheirmission

andmotivationtoexistwithinawebofcompetingglobalizedindustries.

ThentheDiversioteamcanprovideimmediate,solutions-basedfeedbackin

theirfollow-up.Weofferin-houseDEIworkshopsandasimple,proven-to-

workmethodologythatcanbeimplementedimmediately.Wesupportclients

inunderstandinghowtoeffectivelymaneuverthroughourrecommendation

engine,allowingthemtolevelupandtakeaction.

WorkshopsLeadbyIndustryExperts

Diversiowillworkwithyoutoidentifyprioritytopics

andcreatecuratedcontentforyourtrainings.

TheDiversityDataExperts™14

III.BestPractices

HowDoesDiversio’sApproachtoMeasuringDEI

MetricsProvideIncreasedPrivacy?

Ourresearchhasfoundthatthepresenceofdiversityonitsownisinsufficient

todriveoutcomes.Individualsmustbeempoweredtosharetheirperspective

freelyandhonestly.Diversio’ssmarttechnologyandthird-partyanalysis

provideworkerswithashieldofanonymity.Privacyconcernshavetraditionally

hinderedDEIworkasemployeesmaynotprovidefullyhonestfeedbackfor

fearofterminationorretaliation.Workersaremorelikelytobeforthcoming

oncetheyknowthatsharingsubjective,personalexperienceswillnotbe

scrutinizedbytheiremployer.

PrivacyFirst

Ourdatacollectionprocessissecureandputsprivacy

first.Thedatawecollectisanonymousandstrict

privacyrulesensurethatnoindividualemployeecan

everbeidentifiedthroughtheiranswers.

TheDiversityDataExperts™15

III.BestPractices

HowAreIndustryStandardsandMetricsDefined?

Diversiohascompiledaninternaldatasetthatpullsfrommorethan

20,000companiesworldwide.Withthisdata,wehavebeenabletoidentify

sharedcharacteristicsthatdefinehighlydiverse,productive,andengaged

organizations.Itwasfoundthattheseorganizationsexhibitfairness,

inclusiveness,employeeengagement,flexibility,andpromotesafetyand

belongingnesswithintheworkplace.Feedbackfromover50,000employees

across30countrieshasallowedustoevaluatespecificpracticesthat

reinforceasuccessfulDEIworkingmodel.Fromthesepractices,ouranalysis

hasenabledustoformulatesimplequestionsthateffectivelymeasurea

workplace’sinclusionmetrics.

UnmatchedBenchmarking

Comparediversity&inclusionatyourorganizationtoyourdirectpeersandcompetitorsbytappingintoourglobalbenchmarkingdatsetofmorethan21,000companies.

TheDiversityDataExperts™16

III.BestDEIPractices

WhatIndustryStandardsMatter?

DiversiohasidentifiedsixmeasurableKPIsthatarenecessarytosuccessfully

tieininclusionmetrics.HighInclusionScorescorrelatewithbusiness

performancemetricsliketalentattraction,employeeretention,productivity,

innovation,andrevenue.TrackingbusinessKPIsalongsideInclusionMetrics

canhelporganizationsfurtherentrenchdiversity&inclusionasacorevalue.

•InclusiveCulture-Askingemployeesaboutwhethertheiropinionisvaluedbytheirteamscanidentifywhether

teamsenablethefreeflowofideas

andacultureconducivetoinnovation.

•Work-LifeBalance-Asking

employeesiftheyhavethesupport

neededtomanagehomecare

obligationscanhelpcompanies

determineiftheywillhavetrouble

attractingcertaingroups.Forexample,itiswell-establishedthatwomentendtoshoulderchildcareresponsibilities.Failuretocreateflexibilitywilllimitthecompany’sabilitytorecruitandretainwomenandothercaregivers.

•CareerDevelopment-Asking

employeesiftheyhavea“sponsor”intheorganizationcaninformleadershipwhetherthecompanyprovides

adequatecoachingandsupport,andalsoidentifywhetherthe“homophilyeffect”(thephenomenonofpeople

gravitatingtootherslikethemselvesratherthatdiversifyingtheirnetworks)istakingplace.

•FairManagement-Understanding

whetheremployeesexperiencebias

orunfairtreatmentinthefeedback

andreviewprocesstellsyouwhetherthecompanyhascreatedatrue

meritocracy.Itcanalsoidentify

whethertalentedemployeesarefallingthroughthecracks.

•SafeWorkEnvironment

Understandingifemployeesfeel

theirworkplaceisfreefrommental,

physical,andsexualharassmentis

keytothesafeworkenvironment

riskmetric.Multiplestudieshave

illustratedthecatastrophicimpact

thata#MeTooorsimilarharassment

scandalscanhaveonabusiness.This

metricisintegralasitcanprovidean

earlywarningsignalthatchangeis

necessary.InclusionMetricsandother

engagementdatashouldbereviewed

incombinationwithandorganizational

diversitystatistics.Together,these

statisticsgiveafullpictureofdiversity

&inclusionwithinanorganization.

TheDiversityDataExperts™17

Barriersmaybereinforcedfrequentlyandsubtlyintheformof

microaggressions

thatcreateanalienatingexperienceforgroupmembers

IV.Conclusion:What’sNext?

Conclusion:

What’sNext?

whodonotfitintothedominantgrouppresentintheworkforce.Other

barriersstemfromimplicitbiasesthatpreventmarginalizedgroupsofpeople

fromreceivingaccesstothesamecareerpathopportunitiesavailableto

dominantgroupmembers.Thiscanshowupintheformofmarginalized

groupmembersbeingperceivedaslessqualifiedforpromotionsorcareer

advancementopportunities,recognizedlessfortheircommendablework

efforts,oranyotherdiscriminatoryexperiencestheyhaveencountered

becauseoftheirsociallocation.

HowAreSystemicBarriersIdentified?

Diversio’sAItechnologyisuniqueinthatitfocusesonidentifyingdifferences

inexperiencestotargetbarriersthroughasolutions-basedapproach.We

dothisbyusingalgorithmic-basedsmarttechnologytoidentifythemost

significantpainpointsandstrategicallygeneratesolutionsthatwilladdress

weaknessesefficientlyandeffectively.

ThesolutionsprovidedbyDiversio’ssmarttechnologyacknowledgesthe

fundamentalnecessity“toaccountforboththecombinationofidiosyncratic

challengesandorganizationalcontext.”Thismeansthatoursolutions-based

approachappliestoeachindustry’suniquestructurewhileprovidinga

comparativeplanofactionfororganizationsinadjacentindustries,sectors,

andregions.

TheDiversityDataExperts™