Boosting ROI through Diversity and Inclusion AnalyticsCASE STUDY
One of the areas we specialize in is marrying our knowledge of behavioral science with hard 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 multinational, matrixed Fortune 500 hotel chain 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 quotas, teams were siloed with divisions across IT and business units based on gender and cultural identity, reducing communication.
The goal was to bring employee engagement back to previous rates and reinvigorate the entire workforce around diversity and inclusion goals.
We started by combining survey data with quantitative HRIS data. Our goal was to glean insights on the impact of diversity and inclusion indicators on team performance indicators across 5 customer-facing teams.
Thereafter, we worked with the client to develop a Diversity Council with representatives of each business unit. The Council’s goal was to set a vision and strategy for diversity and inclusion as a part of everyday worklife, rather than as an afterthought.
This began with a current state assessment, which involved one-on-one laser interviews as well as focus groups. We sought to understand employee areas of concern more deeply, using our Agile Organizational Assessment® tool.
The Organizational Assessment gave us several important insights. We assessed not just people and culture, but organizational design and tools that were impacting collaboration and efficiency.
Employees across all strata reported that they felt strained and limited in communication opportunities as well as topics. Based on this data, we employed a multi-step diversity and inclusion strategy over a period of 4 months that included:
♦ Incorporating in-person diversity workshops 1x a week within enterprise agile training sessions
♦ Implementing customized micro-learning videos 2x a week to instill new behaviors and mindsets related to diversity
♦ Enabling two-way communication and content sharing on Diversity through creating a Diversity portal within the company intranet addressing topics of unconscious bias and discrimination
♦ Launching an“Open Mic” session where employees were given the opportunity to share personal stories related to specific themes and ask questions
♦ Launching a bi-weekly opt-in Lunch program where employees were randomly matched across business units for lunch dates subsidized by the company.
We took a pulse survey at 1.5 months and a full employee engagement survey at 4 months. The results showed that all employees felt there were greater opportunities to connect across teams. The intranet and workshops were reported as “particularly impactful”. Minority employees, specifically women-of-color, felt there were more opportunities to share their culture and be accepted and included.
Over 4 months, employee engagement scores increased as a whole by 16%, and among minority women employees by 23%. After 6 months, 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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