The desire for acceptance is a fundamental human need, which people usually seek in places like work and school. However, when workplaces do not prioritize employee inclusion, people often feel out of place and isolated, leading to more stress and the increased risk of mental health issues. That is why as an organization, it is important to develop a solid plan to ensure that when every employee arrives at work (whether in-person or virtual), they feel like they belong.
Recently, more organizations and workplaces have started to prioritize workplace inclusion and diversity. Studies have found that companies with more gender diversity outperform those with less gender diversity by up to 58%. Organizations with above-average diversity also report 19% higher innovation revenues. Companies that are more racially diverse are also 35% more likely to surpass competitors compared to those that are not.
It’s not just companies that are looking for diversity. An increasing amount of prospective employees also prioritize inclusion and diversity when they are seeking jobs. In fact, 67% of job seekers consider workplace diversity a decisive factor when looking for a job. With Gen Z and millennials being two of the most diverse generations in history, prioritizing organizational inclusivity has now become a much higher priority.
How to Measure Inclusion
With such a newfound need for developing greater organizational inclusivity, employers need to find a way to assess how inclusive they are. However, unlike other indicators such as profit or revenue, inclusivity is very difficult to measure. Most businesses have commonly used indicators such as the proportion of a certain race in a company to measure inclusivity, but experts say that these methods are not accurate at building or measuring inclusivity within an organization. Based on recent research, here are some key metrics you can use to measure inclusivity levels within your workplace.
1. Employee’s Perception of Authenticity and Belonging
This metric measures how comfortable employees feel being themselves at work. Employees who feel encouraged to speak up are more likely to be productive, engaged and satisfied with their jobs. Reassured employees feel as though their opinion is always valid and that they have a valuable voice within the organization. Workplaces, where employees have a higher perception of authenticity, are often more innovative and forward-thinking.
2. Employee’s Attitudes Towards Their Work
This metric refers to the extent to which employees feel that their work is meaningful and contributes to the organization’s success. People who find meaningful attitudes towards their work often feel more connected to their workplace and in turn are more effective.
3. Safe Work Environment
This metric refers to how safe employees feel in the workplace. A safe workplace is a workplace free of harassment of any form and should lessen the amount of workplace stress placed on an employee.
4. Fair Management Practices
This metric refers to whether management tactics and attitudes are fair for all employees. An organization with fair management practices will ensure that there are no biases or unfair judgments during management decisions.
Tools to Measure These Metrics
Now that the necessary criteria to measure inclusiveness in a workplace has been identified, different strategies can be used to collect these metrics in an unbiased and effective manner. Here are a few ways to collect this key data.
1. Employee Surveys
Anonymous employee surveys are an effective way to gain the opinions of all employees in the organization providing insight about their overall experience and specific elements of the workplace (e.g. safety, fair management practices). Consider working with a third-party to facilitate the survey(s) to help give employees assurances that their feedback is confidential.
2. Examining Diversity and Inclusivity in Top Levels of the Organization
Generally, the inclusivity and diversity of the executive levels of the organization are indicative of the inclusivity levels at lower levels of the organization. By analyzing the higher levels of the company, you can get an accurate indication of inclusivity levels throughout the entire organization.
3. Pre-Hiring Surveys
Pre-hiring surveys for potential employees can give valuable insight into public perceptions of your company’s inclusivity. These surveys can help you understand if prospective employees are avoiding your organization due to a lack of inclusivity and vice versa.
4. Examining Historic Job Retention Rates
Generally, employees who feel included in the organization work there for longer periods. By examining past job retention rates in your organization, you can help determine the levels of inclusivity in your company.
Building a Safe Workplace
Belonging is an essential human need, which needs to be prioritized in the workplace. By measuring inclusivity in your organization, you can be one step closer to developing the necessary strategies and policies needed to build a more accepting and welcoming organization that values and celebrates all differences. By prioritizing inclusivity, we can build a workplace in which everyone feels like they belong.
To learn how iHealthOX can support your organization’s DEIB strategy, chat with our iHealthOX Care Team.
Sources:
https://diversio.com/wp-content/uploads/2021/07/Diversio_Inclusion-White-Paper_2021.pdf
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