Since 2015, we've been supporting companies in their diversity and inclusion journey with our Diversity and Inclusion Survey, created in partnership with Paradigm. To date, over 165 organizations from North America, Latin America, Europe, Oceania, Asia, and the Middle East from a range of industries including Technology, Non-Profit, Education, Media and Professional Services have used the Diversity and Inclusion Survey to collect feedback through the Culture Amp platform.
This year, we're thrilled to offer our Diversity and Inclusion Starter Kit, which includes free access to the survey, powerful reporting, recommendations to drive change, and training to help guide you. In addition, we're proud to bring you our 2019 Workplace Diversity, Inclusion and Intersectionality Report which provides deeper insights around the makeup of our workforce and the employee experience across different demographics.
Below are the key insights from this year's report, highlighting progress across industries, and where more focused efforts are needed to make all workplaces diverse and inclusive.
We need data with action potential
It’s not enough to conduct a diversity census (a survey collecting demographics only) in isolation or to simply add ‘gender’ as a demographic in an engagement survey. To increase the potential to take meaningful action informed by data, organizations need to collect information about representation (who is in the workforce) across a broad range of demographics and pair this with data specifically related to the employee experience. Taking this approach will set organizations up for success when it comes to taking targeted action.
Inclusion is not a standalone initiative
Diversity and inclusion work is often seen as something owned by a particularperson or part of the business. We’re seeing more organizations challengethis belief, and embed diversity and inclusion into the everyday work of theorganization. For example, rather than running a Diversity and Inclusion Surveyas a standalone initiative, our customers are incorporating these conceptsinto engagement surveys and the action process that follows. This signals theimportant yet everyday nature of diversity and inclusion.
Tailored small wins lead to greater change
Teams that take a small wins approach to action that is tailored to theirneeds typically see between 4-8% uplift on scores related to their areasof focus. A small win is a concrete, complete, implemented outcome, likeincreased transparency in decision-making or developing easy ways forpeople to book skip-level conversations with leaders. This approach totaking action brings the entire organization along for the journey andbuilds momentum for other diversity and inclusion initiatives.
A data deficit remains
We know that we manage what we measure. Data around gender andage are often collected, but the demographics of race, ethnicity, parentalstatus or disability are less consistently measured, especially in places likeEurope or Australia. This is in part because organizations are at differentstages of their diversity and inclusion journey and face specific local andcultural challenges when it comes to collecting and acting on data. Still,more can be done to broaden the definition of diversity, and to ensurethat organizations are collecting data that allows for an intersectional lenstowards taking action.