Diversity and Inclusion Best Practice 2 – Performance Measurement

Establishing and maintaining and organizational culture supportive of a diverse and inclusive workforce requires deliberate ongoing action communicating the importance of and support for these principles. Consequently, leaders need insight into employee behaviors such that appropriate corrective actions can be taken when necessary as well as visibly reinforcing their commitment to the principles of organizational diversity and inclusiveness. Helping achieve both these goals is a robust performance measurement system specifically tailored to measure the organization’s commitment to being diverse and inclusive.[wcm_restrict plans=”75969, 25542, 25653″]

Key to measuring culture values is an understanding that values are necessarily translated into behaviors; manifesting themselves in visible results. Therefore, it is these results that form the basis of initial measurement. While no single performance measure, and in many cases collection of measures, can be fully reflective of a cultural value, a well-crafted system can provide directional insight to the workforce’s preferences. These preferences should be subsequently evaluated more deeply through self-assessments when a predefined threshold trends and/or results are achieved.

The following list represents a baseline collection of diversity and inclusion performance measures providing a direction perspective of an organization’s cultural support for a diverse and inclusive environment.

Organizational Demographics Baseline

  • National, regional, local, and industry workforce demographics by age, gender, race, origin, orientation, etcetera
  • Overall organizational demographic
  • Executive distribution by demographic
  • Manager distribution by demographic
  • Supervisor distribution by demographic
  • Workforce distribution by demographic and worker classification

Organizational Hiring Practices

  • Executives hired within a logical period by demographic
  • Managers hired within a logical period by demographic
  • Supervisors hired by demographic
  • Workers hired by demographic and classification

Organizational Promotion Practices

  • Executives promoted within a logical period by demographic
  • Managers promoted within a logical period by demographic
  • Supervisors promoted within a logical period by demographic
  • Workers promoted within a logical period by demographic and classification

Personnel Performance Assessment Practices

  • Executive performance rating distribution by demographic
  • Manager performance rating distribution by demographic
  • Supervisor performance rating distribution by demographic
  • Worker performance rating distribution by demographic and classification

Compensation Adjustment Practices

  • Executives compensation adjustment (in percentage) by demographic
  • Managers compensation adjustment (in percentage) by demographic
  • Supervisors compensation adjustment (in percentage) by demographic
  • Workers compensation adjustment (in percentage) by demographic and classification

Recognition Program Inclusion Practices

  • Executives recognized by demographic
  • Managers recognized by demographic
  • Supervisors recognized by demographic
  • Workers recognized by demographic and classification

Succession Planning Participation Practices

  • Executives included in the organization’s succession plan by demographic
  • Managers included in the organization’s succession plan by demographic
  • Supervisors included in the organization’s succession plan by demographic
  • Workers included in the organization’s succession plan by demographic and classification

Mentorship Program Inclusion Practices

  • Executive mentorship by demographic
  • Manager mentorship by demographic
  • Supervisor mentorship by demographic
  • Workforce mentorship by demographic and classification

Developmental Opportunity Assignment Practices

  • Executive special project(s) assignment distribution by demographic
  • Manager special project(s) assignment distribution by demographic
  • Supervisor special project(s) assignment distribution by demographic
  • Worker special project(s) assignment distribution by demographic and classification

Turnover

  • Executives departing by demographic and reason
  • Managers departing by demographic and reason
  • Supervisors departing by demographic and reason
  • Workers departing by demographic and classification and reason

Diversity and Inclusion Events

  • Number of significant organizational events reinforcing the organization’s diversity and inclusion values within a given timeframe
  • Executive participation in the organization’s diversity and inclusion events within the given timeframe by demographic
  • Manager participation in the organization’s diversity and inclusion events within the given timeframe by demographic
  • Supervisor participation in the organization’s diversity and inclusion events within the given timeframe by demographic
  • Workforce participation in the organization’s diversity and inclusion events within the given timeframe by demographic and classification

Final Thoughts…

The demographic characteristics to be measured are organizationally dependent as majority and minority groups vary between businesses. It may also be beneficial to measure divisions or sub-units of larger companies to distinguish between cultures of disparate locations or non-/loosely interfacing groups.

It is always important to maintain individual privacy. Therefore, some measurements will need to be restricted in distribution and/or groupings defined such that a large enough population exists so as to not reveal the personal information of any one organization member.

Lastly, the diversity and inclusion performance metrics presented a ‘slow moving;’ reflective of evolving changes over an extended period of time. Therefore, many organizations update and review these metrics on a quarterly or annual basis.[/wcm_restrict][wcm_nonmember plans=”75969, 25542, 25653″]


Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.

Subscribe to the StrategyDriven Insights Library

Sign-up now for your StrategyDriven Insights Library – Total Access subscription for as low as $15 / month (paid annually).

Not sure? Click here to learn more.

Buy the Article

Don’t need a subscription? Buy access to Diversity and Inclusion Best Practice 2 – Performance Measurement for just $2!

[/wcm_nonmember]

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *