At SurveyMonkey, we provide employees with an escalation toolkit that details the process for recognizing harassment and lodging a complaint, and explains how it will be dealt with. Just changing a few words can radically change the way that both employees and candidates view your organization. In a recent survey of over 2,000 employees, almost 45% said anxiety or depression hurts their productivity in the office, and nearly 1 in 5 (18%), said that it happens often. Here are some of their takeaways. Diversity quotas don’t solve the whole problem, but they’re a great place to start. The impact that mentorship has is powerful—and lasting. Our CSR survey template gives detailed options from which employees can choose the areas they’re most passionate about. We asked them to share their thoughts on how to identify and address microaggressions to create a culture of belonging. Diversity is easy to break down into metrics—hiring numbers, promotion statistics, demographics. At SurveyMonkey, we’ve moved away from annual reviews and instead instituted a program that we call “GIG.” GIG stands for Growth, Impact, and Goals. Hopefully, other companies will follow suit. It’s about making sure that you have similar conversion rates for all gender identities when hiring, that both people with and without disabilities give similar scores in the engagement survey or that promotion rates are equal regardless of skin color or name. Unlike diversity, inclusion is heavily rooted in employees’ individual experiences—which aren’t easy to monitor or quantify. But more insidious issues, like perceived disrespect and unconscious bias, can sometimes end up causing the biggest problems down the line. In that case, check out why a pulse survey won’t solve all your problems. It is HR’s responsibility to document the incident, collect notes, and communicate with both parties as soon as possible. Another key piece is leadership buy-in. This guide includes a lot of survey templates—because diversity and inclusion is layered and multifaceted. Instead, you need to capture them in other ways, such as through a fully anonymous survey sent out by a third party (that only reports on aggregated insights). When you know what you can offer, promote the opportunity across internal channels. Profitability, less risk for groupthink, and an increased innovation pace. Ultimately ERGs are driven by employees, but it’s up to HR to give them the tools to get started. An easy way to promote inclusion and nip hostile attitudes in the bud is to require employees to take implicit bias training once a year. The Mckinsey research mentioned at the beginning of this guide also offers some hard financial  numbers to back you up: Companies in the top quartile for ethnic diversity are 35% more likely to have better financial returns than the industry medians. We’ve found that the best meeting cadence for most professionals’ schedules is once a month. If your employees’ answers are troubling, it will create a sense of urgency around addressing them. In just a 10-minute share, the executive signaled to the rest of the company that it was okay to have these experiences and opened the door for further conversations about mental health. Dedicate a conference room for prayer or employee group meetups during certain times. It includes nonverbal interactions and is usually based in people’s automatic associations. Mentoring can also be a good way to hone leadership skills. SurveyMonkey: What can companies do to support their disabled employees? But if HR professionals had started asking questions earlier and taken the responses seriously, they would have been able to make proactive improvements instead of reactive amends. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. The majority of the people who took the survey said that they prioritize working for an employer that values diversity. If you don’t have a mentorship program in place at your company, certain employees or teams might still have organically created mentorship roles. Natasha: In general, companies tend to forget that every employee is a unique individual with differing access needs. A less common but uniquely empowering way to bring your employees together around inclusive principles is to let them weigh in on policy and corporate giving. For more context about the challenges—and opportunities—of mental health in the workplace, we talked to Mind Share Partners—a nonprofit changing the culture of workplace mental health so that both employees and organizations can thrive. Measure your diversity and inclusion metrics and benchmarks with these analytics tools. Encouraging mental health days will end up serving the entire employee base. « Even people with good intentions might not understand how their words and actions could be offensive or ask questions to increase their understanding. This type of environment will also affect your employees’ ability to perform—if people don’t feel empowered to voice contrary opinions, how can you trust that they’ll speak up about potential business mistakes? Thirty-eight percent of the 12,543 working Americans we surveyed in 2018 said that it’s a high priority for their company, for business reasons and more importantly, for ethical ones. Be transparent about the reason you’re sharing the survey. Another common thing that companies overlook are offsites. In every single case, the percentages were lower for people from the underrepresented communities that we checked for (women, Black, and Latinx.). They’re not. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Natasha: Beyond offering an accommodations process and flexible work policies, offices can provide noise-free work areas and private resting rooms. Most of the common diversity and inclusion challenges occur when employees’ experiences of objectivity, growth mindset, or sense of belonging are compromised. Ecologists study diversity of ecosystems by taking a sample area and counting how many creatures of each species they find. The effect is incredibly disempowering. Even if you decide not to use any of the free templates provided in this guide, you should still regularly survey employees about diversity and inclusion issues relevant to your company. It can establish confidence that lasts throughout the mentees career—which is especially critical for people from underrepresented groups. But as we all know, there are many good reasons for having a diverse workforce. According to PR specialist Sarah Stoddard, of Glassdoor: Employers need to work a little harder to find and retain talent. As an HR professional invested in building a diverse and inclusive culture, you should be thinking about all of these areas, but you probably shouldn’t survey for all of them (at least, not at once). That isn’t to say that hiring people of different ethnic backgrounds isn’t important. If you’re reading this guide, you already know that diversity is important, and you might be responsible for promoting it at your organization. ), but others are tougher to know unless you ask. Or been hesitant to ask employees about accommodations they may need? We also ask the employee being reviewed to lead some of the conversation rather than passively receiving feedback. (We’ll follow up later with another post on measuring inclusion, for now we’ll continue talking about how to measure diversity.). 32% did not feel that their opinion was valued. Belonging: Are employees certain that there is a place for them—and people like them—at your company? Mentors learn valuable teaching and leadership skills. We’ve also seen successful solutions like flexible working hours, time for therapy, and structured check-ins with managers. Species Richness = an index based on the number of species i. If your current executives are passionate about D&I, that’s great. Finally,  internal trainings or meetups where employees can learn and talk safely about mental health at work lead to a more open culture around mental health challenges. We also send mentors notifications when their mentees tick off an accomplishment that the two of them talked about. Diversity metrics should focus on the proportion of underrepresented identities in different areas of the company. Quiet can be really important for many people with disabilities (as well as non-disabled employees) and is a scarce commodity in open-plan offices. Species Richness =Variety of species or the number of different species (or genera, families, etc.). When people using our platform meet up for the first time, we offer some recommended prompts (What is your background? Diversity has also been correlated with higher rates of innovation. They’re a challenge because workplace factors such as job strain, lack of control, and unsupportive managers can trigger or exacerbate mental health conditions. Are our mental health programs or policies publicized and available to all employees? Together these three areas define your employee experience, and you need all three if you want employees to feel comfortable and empowered. D and I walk hand in hand but cover the basics of diversity before measuring inclusion. In one study, men and women were each shown job descriptions that—otherwise equal—expressed either a culture of genius or a growth mindset. How many people may lose enthusiasm for their day-to-day work? People struggling with mental health issues tend to either feel like their challenges aren’t valid or that they’re too personal to talk about. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Bringing metrics to the unquantifiable: How to measure inclusion. All of these issues can be successfully addressed with more flexible policies and sensitivity training for management-level employees. “Inclusive” cultures don’t necessarily mean they are “fun.” In fact, companies that “work hard, play hard” can be decidedly non-inclusive. Among other segments are sexual orientation, ethnicity/race/skin color, religion, disabilities, and age. 44% of employees didn’t feel that they could express a contrary opinion at work without fearing negative consequences. Patagonia’s environmental work, for example, has become a big selling point for the company among prospective employees—and rightly so. Here’s what companies can do to educate and create a safe space. Profitability, less risk for groupthink, and an increased innovation pace. These surveys give you a baseline breakdown of your current demographic makeup and whether or not employees of all backgrounds feel a sense of belonging. True diversity is expansive, and the differences between people aren’t always visible. Instead, it gives you the fodder you need to make things right. You can use statistics or quotes from your diversity or inclusion surveys to make D&I part of your employer brand. To summarize, D and I walk hand in hand, but it’s good to cover the basics of diversity before measuring inclusion. Set hiring and leadership diversity quotas. Women were significantly more likely to apply to the businesses that focused on growth. Use surveys to establish an ongoing conversation with your employees. People from different backgrounds are better at recognizing a broader range of market opportunity—which is why diverse businesses do better as a whole. The state of California now legally requires companies above a certain size to have at least one woman on their board of directors—a tiny step, right? Employees can either address those who harass them directly, or bring the issue to HR, depending on their comfort level. They enrich the lives of their employees, add value to the business, and create a workplace where people can thrive. Because individual actions are ultimately up to each employee’s discretion, it’s important to identify and educate your employees about which ones promote inclusion and which don’t. We’re still working toward our other Diversity and Inclusion goals, but using hard numbers to hold ourselves accountable has been a first step toward tangible change. If you want to be viewed as an inclusive employer, position yourself that way. There are then various ways to … Diversity is nice, but it’s also meaningless to have a seat at the table if no one listens to you. Create private spaces that people who struggle with anxiety or other mental health issues—or who simply need a break—can utilize for a while. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. But your candidate pool hasn’t changed—so how do you create a more diverse workforce? Instruct your buyers to make an effort to consider minority-owned businesses as vendors and measure the change in the numbers for the following year. And as always in data collection, make thought-through decisions. You can read each section, or go straight to the sections that are most relevant to your business. First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. If an employee has a panic attack or a muscle spasm, needs to adjust a prosthesis or needs to lay down for a few minutes, a private resting room is an extremely valuable resource. Our templates were developed by expert survey researchers and industry experts. Want to stay in the loop? If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. A 2-question survey should tell you everything you need to know to decide whether there is employee interest in an ERG certain identity. for everyone. As an HR professional (or passionate advocate) charged with improving D&I, collecting diversity metrics is important. And companies are starting to pay attention. Be careful how you categorize your segments and that you’re consistent across processes, with for example age spans. You have high burnout rates and turnover. Even businesses with the best intentions drag their heels when it comes to making change. But only 48% of Black workers agree with this statement. Microaggressions are challenging because it’s not always clear what to do about them. Objectivity: Do people feel like promotions and policies are fair and transparent? SurveyMonkey has a page devoted to diversity and inclusion, expressing our company values and inclusive programs and policies. What can companies do to take the stigma out of mental health and promote wellness? Slicing and dicing these results can help you understand where you need to focus your efforts first. Microaggressions can affect people from every demographic, but they tend to affect employees from underrepresented groups the most. ), Whether women are accurately represented in leadership positions (and whether employees perceive this to be true), Whether women feel that their ideas are fairly acknowledged and their merit is recognized, Whether women think promotions, raises, and other opportunities are awarded fairly, Whether employees believe that gender diversity is truly a value for your company and how your existing policies and programs are viewed, Whether employees feel like they can maintain work/life balance. Getting different viewpoints is the best way to create innovative solutions. Some answers are cut and dry (Are we hiring enough women? No company wants to have a culture where not every employee feels like they can thrive, but it’s hard to address problems when you don’t know they exist. So, back to basic. Is it a part of their training? Up to 80% of Americans will have a mental health condition at some point in their lives. A diversity index (also called phylogenetic or Simpson's Diversity Index) is a quantitative measure that reflects how many different types (such as species) there are in a dataset (a community) and that can simultaneously take into account the phylogenetic relations among the individuals distributed among those types, such as richness, divergence or evenness. When mentorship programs start out, the temptation is typically to pair junior members of a certain team or department with more senior leaders in the same space. Promotions at your company are inconsistent. This will help you understand how you’re doing in the context of your community and how you can improve. Measure diversity can be a tricky thing. Sampling is a good strategy for quick insights and general indications about your company culture, not a comprehensive understanding. We use the phrase “You happen to SurveyMonkey” to encourage employees to make an impact. Do they feel like they have equal career opportunities? Inclusion, on the other hand, is relative to how everyone else is treated. One salesperson that Nextplay.ai matched with a leader on the product team helped the company identify a million dollar market opportunity. We recently had the pleasure of working with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian for our recent webinar, “Your toughest D&I questions answered.” Aubrey shared insights about how Atlassian—a famously inclusive company—thinks about diversity. Ensure that your branding and conference room names are inclusive and non-offensive. Specific- Your goal should be unambiguous and communicate what is expected, why it is important, w… Here are just a few that have come up. Your accommodation process should cater not only to candidates and new hires, but to existing employees as well. From there, we’ll drill down into the specific areas where companies tend to struggle. At the same time, you might also have a program in place that no one is using. That’s still the area where businesses fall short. You will most likely both need to segment and cross-tabulate your data to find valuable insights. You would be surprised the answers and looks we often get. You need to understand the mindset that people have at your company so that you can address both those who feel wronged, and those who underestimate any disparity. Spectra Diversity serves clients nationwide. The CEO of JP Morgan, Jamie Diamond, famously advocates for talking to younger people. When mentees don’t have a structure to draw from, we found that they would avoid scheduling meetings out of fear of not knowing what to talk about and/or wasting their mentor’s time. But everyone struggles with mental health sometimes, and consistent issues are more widespread than you might think. These strategies, which we’ve classified as either diversity-focused or inclusion-focused, are useful for every business. Species Abundance = Relative abundance of species b. Make sure to emphasize the severity of sexual harassment when talking to the subject of the complaint. This norm unnecessarily burdens people who have a lot of appointments or need to take a mental health day. We also have an Integrity Hotline—an anonymous service through which employees who don’t want to go on record can anonymously report breaches of SurveyMonkey policies or values. “Culture of genius” isn’t something that most HR pros intuitively look for, even if they’re focused on diversity and inclusion. Because sexual harassment is best addressed directly with the person impacted—not studied as an aggregate of anonymized data. Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. Diversity will mean different things to different organisations, depending on what they need the diversity for: Are the percentages and numbers of the workforce aligned with the general workforce of the local area, state, or nation? SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? Healthier employees are better set up for success and more likely to infuse confidence and positivity into your culture. Few companies think to ask about things like which charities to support or whether to offer yoga instead of happy hours. Take immediate steps to make sure that the behavior doesn’t happen again. If you’re only interested in the experience of women in your workplace, for example, you can start with the screening question, “Do you identify as a female?” and eliminate anyone who doesn’t answer “yes.”. Prioritize data that truly drives diversity and inclusion. The smallest sample size may be 1 km^ and the largest may be the entire region or country. Then, you can set up Employee Resource Groups, or ERGs. Don’t just measure diversity, measure inclusion too. Entry: Whereas exit interviews are common practice, entry interviews (or in this case, surveys) are much less common. Every employee feels that they belong and they have space to make mistakes and develop professionally. You need vocal support. In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. People are conditioned to expect these types of questions from a survey, and as long as your options are “standard” or inclusive, you’re unlikely to lose responses just for asking. There are a few factors that come into play: ignorance and lack of education about the right way to behave and hesitation to ask questions. Our annual diversity report gives us a benchmark to track against as we move toward our goal of achieving gender parity. If you’re using surveys for research or general policy changes instead of individual support, you can sample only a portion of your population and still get fairly reliable results. Launching a food product? If not, there are 2 major arguments that you can make with hard numbers to back you up. 1. Why? This type of culture can make disabled employees feel as though they need to hide their disabilities and access needs, putting increased stress and pressure on those individuals and preventing them from bringing their whole selves to work. They take place at a time when employees are least likely to self-filter and most likely to be prepared to give this type of feedback. Will you provoke discontent by asking? Measuring Species Diversity 1. However, species richness increases with sample size. How large share of the population are Muslims? a. It’s your job to point it out. Unlike explicit bias, implicit bias can be largely subconscious and unspoken. You can read through all of them if you like, or skip to the areas that you think are the most relevant to your company, based on your results from the inclusion survey. But when you start to think beyond “meeting diversity metrics” and start to think about building balanced teams, those are potentially your strongest opportunities for impact. When employers enact rigid policies that require all employees to work in a similar way, it fosters a non-inclusive, inaccessible environment. Are employees expected to broadcast the reason why they are missing a meeting to their team? 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