Boosting ROI through Diversity and Inclusion Analytics

CASE STUDY

One of the areas we specialize in is marrying our knowledge of mindset and human behavior with data and analytics. Using an analytics based approach to diversity and inclusion, we have been able to consistently demonstrate ROI for our clients.

Our client was a matrixed technology company that was seeing a dip in employee engagement and higher attrition of minority employees. According to an employee survey administered, employees felt that the organization and their teams were “diverse” but not necessarily “inclusive.”

Despite meeting diversity quotas, teams were siloed with divisions across IT and functional units based on gender and cultural identity, reducing communication.

The goal was to bring employee engagement back to previous rates, reduce attrition, and reinvigorate the entire workforce around diversity and inclusion goals.

Our Solution

We began with our current state 360-degree Organizational Assessment, combining survey data with HRIS data to assess D&I maturity across the employee journey. Our Organizational Assessment gave us several important insights, across not just people and culture, but organizational design, processes, and tools that may be impacting diversity and inclusion. 

Thereafter, we worked with the client to develop a Diversity Council with representatives across functions. The Council’s goal was to set a vision and strategy for diversity and inclusion in the workplace, as well as develop D&I policies and processes for collecting feedback and addressing discrimination complaints.

Based on our insights and metrics agreed upon, we employed a multi-step diversity and inclusion strategy that included:

♦ Incorporating interactive unconscious bias and inclusion training exercises within enterprise agile training sessions

♦ Using our people analytics and talent optimization tool to create greater diversity within teams

♦ Implementing customized micro-learning for managers to instill new behaviors and mindsets related to diversity

Enabling two-way communication and content sharing on Diversity topics through creating a Diversity portal within the company intranet

Launching workplace events, including an “Open Mic” session where employees were given the opportunity to share personal stories related to specific themes and ask questions

Incorporating a feedback system within the portal that allowed employees to confidentially voice concerns related to inclusion and bias to the Diversity Council

Results

Throughout deploying our strategy, we conducted pulse surveys and a full employee engagement survey. The results showed that 92% of employees felt there were greater opportunities to communicate and engage across teams.  Minority employees, specifically women-of-color, noted feeling more opportunities to share their ideas, as well as express personal identity. The company intranet saw 100% more employee logins, and inclusion training had an 85% level of completion. 

Using Gallup measures, workforce employee engagement scores increased as a whole by 16%,  from 26% to 42%.  The company also saw a significant decrease in employee attrition and improved productivity metrics.  Through combining multiple types of data, we were able to conduct diversity and inclusion analytics that drove our strategy.

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