以数据驱动可衡量的多元、公平和包容（DEI）变革+Data-Driven+DEI+Leads+to+Measurable+Change

TheDiversityDataExperts™

DIVERSIO

CaseStudies

Data-DrivenDEILeadstoMeasurableChange:

ThreeCaseStudies

Tableof

Contents:

AboutDiversio:

3

I.CaseStudy:TheDrakeHotel

4

II.CaseStudy:OntarioLottery&Gaming

9

III.TheBottomLine:BenefitsofDEI

14

TheDiversityDataExperts™2

AboutDiversio

AboutDiversio

Diversiowasstartedin2018byLauraMcGeeandAnyaKlimbovskaia,

whosawthatCEOsandleaderswereeagertochange,butoftenlacked

thedata,framework,andpracticalideastomakechangesshowupin

theircompanies.DiversioisthefirstAI-poweredDiversity,Equity,and

Inclusion(DEI)platformintheworld,designedtoquantifyworkplace

diversityandinclusion,offerrecommendations,andhelpdecision-makers

trackprogress.Ourgoalisnotjusttobringdiversitytocompanies,butto

helporganizationscreateinclusivespaceswherediverseemployeeswant

towork.

Diversioworkswithcompaniesofallsizesandinallindustries.Weworkwith

privatebusinesses,governmententities,andportfoliocompanies,recognizing

theiruniqueneeds.Weprovideconsulting,training,andcertification.Ifyou’re

curiousaboutwhatworkingwithusmightbelike,let’stakeacloserlookat

theimpactwe’vehadontwodifferentcompanies—aprivatebusiness,anda

governmententity,

“Seeingitinthedatamadeusact.

-VirginiaGraham,VPofPeopleatBessemerVenturePartners

TheDiversityDataExperts™3

I.PrivateIndustry

CaseStudy:

PrivateIndustry

CompaniesWorkWithDiversiotoImproveDEIaswell

asRecruitment&Retention—TheDrakeHotel

TheDrakeHotelopenedonValentine’sDayin2004andquicklybecamea

spotnotjustforaccommodationsbutalsoforartandmusic.Today,TheDrake

HotelhaseightpropertiesacrossToronto.Inadditiontobeingavenuefor

arts,weddings,andaccommodations,TheDrakeHotelalsooffersretailand

diningexperiences.

TheDEIJourneyBeginsforTheDrakeHotel

Asof2016,Torontohad442,020BlackCanadians,andwhilethecommunity

addedtothediversityofthecity,in2020theconversationshiftedtothechanges

thatstillneededtobemadetoensureequityfortheseTorontonians.Atthe

DrakeHotel,too,thecompanywashavingconversationsaboutmakingchanges

inthewakeofthekillingofGorgeFloydandtheotherglobaleventswhich

promptednewconversationsaboutequity.

Morethanhavingconversations,TheDrakeHotelwastakingaction.Theycreated

acommunitycouncilwithsixlocalbusinessleadersfromtheBlackcommunitywho

metwithTheDrakeHotelseniorexecutiveteamquarterly.Theyworkedwithan

organizationthathelpedcreatefocusgroupsforTheDrakeHotelteamandled

trainingsessions.TheDrakeHotelevendraftedanofficialanti-racismpolicy.

TheDiversityDataExperts™4

I.PrivateIndustry

Whiletheseshiftswerepositivesteps,somethingwasmissing—aspecific

frameworkforrobustchange.That’swhenoneofthemembersofthecommunity

councilsuggestedDiversio.

DEIPain&Opportunities

InJune2020,manycompaniestookpartinasocialmedia“blackout,”posting

blacksquaresonsocialmediaplatformsasashowofsolidarityforthefightfor

racialequity.Theinitiativeitselfsparkedcontroversy,withsomeallegingthe

socialmediapostswerereductive.Inaddition,somepeoplewerecallingout

companiestheysawashypocritical—companieswhowerepostingblacksquares

butwhohadpracticesthatheldtheBlackcommunityback.TheDrakeHotelwas

oneofthecompaniescalledout,whichledtotheCEOsteppingdownandtoa

renewedsenseofurgencyaboutchangingthecompany’scommitmenttoequity

andinclusion.

ItwasinthiscontextthatTheDrakeHotelstartedworkingwithDiversio—during

oneofthemostchallengingperiodsinthecompany’shistory.Thereweremore

surprisestocome,too.WhileDiversioestablishedthatTheDrakeHotelwas

aboveindustryaverageswhenitcametohiringandretainingwomenandBlack

teammembers,moreworkwasneededtobringdiversitytoleadership.Thiswas

somethingthathadn’tbeenevidentbeforeworkingwithDiversiowhentheteam

wasn’tabletotrackdiversitywithmetrics.

TheDiversityDataExperts™5

I.PrivateIndustry

WhatWorkingWithDiversioWasLike

OneofthefirststepsDiversiotookwithTheDrakeHotelwastogatherfeedback

anddatafromteammembers.TheDrakeHotelhadconductedemployeesurveys

before,butthistimeitwasdifferent:sinceDiversiowasathird-partyprovider,

employeescouldbeassuredtheiranswerswouldbeanonymous,allowingthemto

be100%honest.Employeesfeltempoweredtosharehonestfeedback,knowing

therewasnowayforemployeeanswerstobetracedbacktothem.

Unlikepreviousefforts,workingwithDiversioalsomeantreal-worlddata

wouldbeusedtocreateequityandinclusion.Thedataandframeworkmeant

thatDiversity,Equity,andInclusionstrategywasnolongerdevelopedbasedon

guesswork,butinsteadbyharddata,leadingtomeasurableresults.

Diversioalsohelpedwiththerollout,attendingTheDrakeHotel’sannualtownhall

sessiontoexplaintoallteammemberswhythesurveywasimportantandwhat

theplanwasforequity.Asdatawascollected,Diversiorolledouttheinformation

instages.First,theysharedthedatawiththeexecutiveteamandthenwiththe

communitycouncilbeforerollingoutrecommendationsforactionstepsafew

weekslater.Thecontrolledrolloutallowedforplentyofdiscussionandensured

TheDrakeHotelwasactingconsciouslyandnotreactively.

TheDiversityDataExperts™6

40%-0

I.PrivateIndustry

ROI,Results,&LookingIntotheFuture

TheDrakeHotelbeganworkingwithDiversiotoaddressapotentialgapin

racialequity,butmetricsshowedotherreturnsoninvestment,too.Working

withDiversio,TheDrakeHotelrealizedthatwhilethecompanytookpartin

PrideeventsandhadmanyLGBTQIA+teammembers,datagatheringshowed

teammembersfeltmorecouldbedonetocreateasafespace.Thecompanyhad

diversity,butfeedbackshowedmorewasneededtocreateatrulyinclusivespace

forLGBTQIA+employees.

Therewasanotheropportunityforgrowth,too.Diversio

uncoveredthat40%ofTheDrakeHotelemployeesself-

identifiedaslivingwithmentalhealthissues.Thiswasnot

evenonthecompany’sradar,andknowingthismetric

highlightedanotherareawherethecompanycouldmake

changes.WithoutDiversio,thesehiddenissuesmight

40%identifiedaslivingwithmentalhealthissues.

neverhavecometolight.

Withdataandthebuy-infromtheexecutiveteam,teammembers,andthe

communitycouncil,TheDrakeHotelfoundtheycoulddriveconversations,and

Diversioofferedrecommendationstheycouldacton.

TheDiversityDataExperts™7

I.PrivateIndustry

Diversiooffersaproprietary“InclusionScore™”togivecompaniesonenumber

theycanusetocomparetheirdiversitytootherswithintheirsector.Thisscorealso

helpsbusinessestracktheirprogress.

Our“InclusionScore™”allowsDraketocomparetheirdiversity

tootherswithintheirsector

4pointsaheadofitsindustrywhenitcometowomen.

6pointsaheadwhenitcomestorepresentationofLGBTQIA+teammembers.

20pointsaheadintherepresentationofdisabilityandpeoplelivingwithmentalhealthconditions.

Inthehospitalityindustry,attractingandretainingtalentisimportantand

challenging.IntheU.S.,thetourismindustryhasanannualizedemployeeturnover

rateof73.8%andarobustDEIstrategybackedbydatacanhelpTheDrakeHotel

attractandkeeptalent.

WhatTheDrakeHotelHastoSayAboutDiversio

“Bestthingtocomeoutofit—gettingthemetrics.

WewerealignedwithPride,andwe’reseekingtobearainbowhotel,buttherearethingsthataren’taligned,anditwashelpfultolearnthatinthesurvey.

-AnaYuristy,ChiefServicesOfficeratDrakeHotelProperties

TheDiversityDataExperts™8

II.Government

CaseStudy:

Government

BuildingSystemicImpactinGovernment

—OntarioLottery&Gaming(OLG)

OntarioLotteryandGamingCorporation,knownmostlyasOLGsince2006,

isaCanadianCrownCorporation,ownedbytheGovernmentofOntario.OLG

isresponsiblefortheprovince’sgaming,casinos,lotteries,andslotmachines.

TheDEIJourneyBeginsfortheOLG

In2014,WorldPridehadjustcometoToronto,promptingadiscussionabout

howOLGwasshowingup.Afterall,Toronto,Canada,withapopulationofnearly

3million,isoneofthemostdiversecitiesintheworld.About52%ofresidents

identifyasaminorityandjustunderhalfareimmigrants.

Tobetterreflectthecommunity,theOLGintroducedadiversityandinclusion

committeein2014toformallyrecognizethatthereneededtobeadiverseand

inclusivelensfortheCrownCorporation.

TheDiversityDataExperts™9

II.Government

PartneringwiththeCanadianCentreforDiversityandInclusion,anational

charitableorganization,theOLGfoundthemostsignificantgapwasamong

LGBTQIA+teammemberswhodidnotfeelcomfortablebeingoutatworkatthe

OLG.Inresponse,theOLGcreateditsfirstPrideNetwork,thenrealizedtherewas

moreworktobedone.WhilethePrideNetworkgaveavoicetosomeoftheOLG

team,woulditbeenoughtomakeLGBTQIA+teammembersfeeltrulyincluded?

InadditiontohavinganLGBTQ+diverseteam,whatcouldtheOLGdotomake

theworkplaceinclusivesoworkerswantedtostay?Whataboutminorityteam

members,women,andothersatthecompany?

In2015,toaddresstheseissues,theOLGhireditsfirstDiversityandInclusion

Leadandcreatedastrategythrough2017tobuildemployeeresourcegroups

(ERGs)andholdeventstopromoteinclusion.Sincegamingistraditionallyamale-

dominatedindustry,theOLGalsocreatedawomen’snetwork.

TheDiversityDataExperts™10

II.Government

DEIPain&Opportunities

BeforeDiversio,theOLGwasmakingchangesandlaunchinginitiatives,but

theirearlyeffortsfelt“performative,”wheretheyweremakingshiftsthatfelt

likeactionsmadeforthesakeofchangewithoutanunderlyingstrategy.No

throughlinemadeindividualeffortspartofagreatervisionforinclusionand

diversity.

TheOLGwasalsocontendingwiththenatureoftheCrownCorporationand

governmentagencies,wherechangeisslow.Itmadeinclusionallthemore

important,since,asTyjondahKerr,OLG’sDirectorofEquityDiversityand

Inclusionpointsout“Wecouldhirefordiversity,”butifteammembersdidn’t

wanttostaybecausetheydidn’tfeelincluded,hiringfordiversitydidn’tmatter.”

ForKerrandtheOLG,inclusionwasimportantforrecruitment,organization

growth,andretention.

Theconcernsabouttheslowchangesatgovernmentagenciesalsocamewithan

opportunity.TheOLGrealizedthatmakingchangesingovernmententitiescan

helpcreatesystemicchangeacrosscommunities.Afterall,governmentisone

industrywheresystemicinequalityhappens,soaddressingitatthesourcecan

havearippleeffect.ThisrealizationmadeTyjondahKerrandherteamevenmore

focusedoncreatingabetterDEIapproach.

TheDiversityDataExperts™11

II.Government

WhatWorkingWithDiversioWasLike

By2018,theOLGwasfocusedoncreatingamorerobustDEIstrategy,butthey

realizedtheyneededmeasurementsthatwouldbeimportanttorealizesucha

strategy.FortheOLG,thisiswhereDiversiocamein.Diversiocouldaccurately

gatherdataanonymouslyandtheywerefocusedonbothinclusionanddiversity

metrics,justliketheOLG.AndTyjondahKerrfoundthattheOLGwasableto

createarelationshipwithDiversiorightaway—arelationshipwhereDiversio

wasn’tjustaDEIplatformbutasolutionthathelpedtheOLGbeaccountableto

eachother,theirpartners,andtheirclientsastheymovedforward.

In2020,theOLGconductedthefirstformalDEIsurveywithDiversio.This

wasthefirsttimetheOLGmeasuredinclusivity.Asaresult,theOLGincluded

diversityandinclusionintheorganization’slanguageandreviseditsstrategyto

includeequity.

E✔

I✔

D✔

ThiswasthefirsttimetheOLGmeasuredEquityandInclusivity

ThestartoftheOLG’sworkwithDiversioin2020coincidedwithnew

conversationsaboutracialequitythatwerehappeninginCanadaandtheU.S.

WorkingwithDiversiointhiscontextallowedtheOLGtostepbackandstart

askingbigquestions.Wastheorganizationmakinggenuinechanges?Whatdid

DEIreallymean?WhatmightaninclusiveOLGlooklike?Werethereblindspots?

WithDiversioasapartner,theseconversationswerehappeningwithDEIexperts

availabletohelp.

TheDiversityDataExperts™12

II.Government

ROI,Results,&LookingIntotheFuture

TheOLGstartedseeingresultswithDiversiofast.Diversiousesaproprietary

“InclusionScore™,”toprovideaone-numbersnapshotofhowcompaniesaredoing

comparedtootherorganizationsintheirindustry.By2021,theOLG’sInclusion

Score™hadjumped5.8pointsto62.Althoughthebenchmarkinthesectoris

65,mostorganizationsseeonlyafour-pointincreaseyearoveryear,buttheOLG

sawalmostasix-pointincrease,thelargestweatDiversiohaveonrecordinour

historyofdoingwork.

Bestofall,thesurveyresultsdrovetheconversationonhowtoincrease

representationandhowtobecomemoreinclusive.Aspartofthat,theOLG

establishedamentoringprogramtoaddressaccesstonetworks.Mentorshiphad

beenontheOLG’sradarforawhile,asTyjondahKerrpointsout:“Wealwaysknew

weneededmentoringandthedatashowsemployeesfromdiversebackgrounds

getmoreoutofmentorshipsthanwhite,able-bodiedmales.”Withdatafrom

Diversio,however,itwaseasiertoquantifytheneedformentorshipandmove

thatinitiativeforward.

WhattheOLGHastoSayAboutDiversio

“WehadarelationshipwithDiversiorightaway.[Theteamwas]veryresponsiveandIhavemyownpersontogoto.Ifeeltakencareof;Igetrespondedtowithinhours.Ihavenotyethadanegativeexperienceinourrelationshipsince2018.

TyjondahKerr,Director,EquityDiversityandInclusionatOLG

AreyouinterestedingettingresultsliketheOLG?Bookademotoday.

TheDiversityDataExperts™13

TheBottomLine

StudiesabouttheimportanceofDEIstrategiesareclearaboutthe

III.TheBottomLine

absolutenecessityofdiverseworkplaces.

Didyouknow?

Onestudyof171companiesinGermany,Switzerland,andAustriafoundastrong,

positivecorrelationbetweenthediversityofcompanymanagement

teamsandbusinessrevenue.

DiverseCompaniesPerformBetter

Astudyof1,000companiesfoundDEIimprovesperformance

Companieswithgenderdiversityontheirleadershipteamswere

morelikely

21%

toseehigherprofits

Forracialdiversity,therewasa

33%

probabilityof

outperformance

whencomparedwithlessdiverseteams.

TheDiversityDataExperts™14

III.TheBottomLine

WhilemostleadersunderstandtheimportanceofagoodDEIstrategy,finding

thetimeandresourcestogatherdata,analyzethedata,andcreateastrongplan

movingforwardcanbeachallenge.Howmuchtimecanyoudevotetoyour

strategy?Whatshouldyoubeaskingyouremployeesaboutdiversity?Howcan

youcometoaconsensusaboutwhattodonext?Howcanyoubesureyou’re

interpretingdatacorrectly?

Withoutdataaboutyourdemographicsandyouremployees’impressionsofyour

company,anyinitiativesarejustashotinthedark.Diversioshinesalightonyour

companybyhelpingyougatherdatawithfullanonymityforyourteamandminimal

disruptiontooperations.Ourteamofexpertsensuresyougetdatayoucantrust

andreadeasily.

TheDiversityDataExperts™15

III.TheBottomLine

YourBenefits

WhenyouworkonyourDEIstrategywithDiversio,weworkhardtocreatea

systemthatworksforyousoyouenjoyallthebenefitsofdiversityandinclusion,

whichmayinclude:

•Higherrevenues

•Bettercompanyculture

•Theabilitytoshowpartners&stakeholdersyourDEI

commitment

•Betterretention

•Lowerturnover&theabilitytoattract