Measuring Diversity for Success

© PeopleFluent 2015

Measuring Diversity for Success

Bruce Kile

Senior Vice President

Workforce Compliance and Diversity

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

• Why diversity matters

• The Industry perspective on measuring diversity

• Steps to measure diversity for success

AgendaAgenda

1. Why diversity matters

2. The Industry perspective on measuring diversity

3. Next steps to measure diversity for success

Measuring Diversity for Success

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

• May 2015 (survey date)

• 420 respondents

• 24% have an advanced diversity function

About the Survey

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Compliance-based goals

Diversity Goals

Enterprise Goals

Moving Beyond Compliance

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

How many of you are currently leveraging diversity metrics to support organizational goals?

Show of Hands

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Challenges of Successful D&I Program

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

• Strategic diversity initiative

• Metrics to track

• How to use information

• Accountability

After Defining Measurement Goals

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

24%30%

Organizational Diversity Maturity

Undeveloped

Beginner Intermediate Advanced/Vanguard

23%

Goals

Measurement

23%

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Top D&I Strategic Goals• Creating an inclusive company culture

(74%)

• Increasing employee engagement (64%)

• Helping the company become an employer of choice (61%)

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

What are the Barriers to Increasing the Effectiveness of

Strategic Diversity in Your Organization?

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

What are the Barriers to Increasing the Effectiveness of

Strategic Diversity in Your Organization?

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Craft a strategic measurement plan that addresses organizational goals

Steps to a Strategic Measurement Plan

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Start comparing the current and desired state as it relates to diversity and inclusion

Steps to a Strategic Measurement Plan

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Partnering with Vendors

36%39%

21%

12%

36%30%

47% 45%

27%

64%

Vendors In-house Measurement Experts

Our organization uses these diversity resources

Average

Undeveloped

Beginning

Intermediate

Advanced

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

D&I Strategy by Maturity Level

0.0%

0.0%

5.9%

11.6%

33.8%

4.0%

4.0%

17.3%

30.0%

40.0%

4.0%

27.8%

46.5%

45.0%

54.9%

19.0%

55.7%

61.5%

64.4%

64.7%

We use incentives for D&I goal accountability

We connect D&I investment to businessoutcomes

We have used metrics to make the case forculture change

We have in-house measurement expertiseavailable

We track demographics through an integratedHR system

Advanced Intermediate Beginning Undeveloped

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Types of Measurements

Basic workforcedemographics

(gender,ethnicity)

Advancedworkforce

demographics(veteran status,disability, LGBT)

Recruitingoutcomes

Workenvironment

(employeeengagement)

Employeeretention

Undeveloped 70% 22% 22% 13% 21%

Average 84% 47% 50% 47% 48%

Advanced 83% 63% 58% 63% 58%

70%

22% 22%13%

21%

84%

47% 50% 47% 48%

83%

63% 58% 63% 58%

0%10%20%30%40%50%60%70%80%90%

We use these metrics to measure the impact of diversity and inclusion

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Effectively Manage Diversity Metrics

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

The Research Shows …

• Measuring multiple metrics

• Integrated HR system

• Strategic vendor plan

• Driving accountability

© 2015 PeopleFluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Next Steps

Measuring Diversity for

Success

Understand the maturity level of your existing D&I program

Identify those diversity metrics that effect change within talent management

Identify the right internal and external resources to efficiently produce results

Share meaningful insight to further D&I initiative

Leverage metrics to engage workforce

TM

© 2015 PeopleFluent | Confidential Talent Insights. Business Outcomes.TM

ThankYou

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DISCLAIMER: The information provided in this presentation is for educational and informational purposes only. It does not constitute legal advice or legal opinions. PeopleFluent makes no claims, promises or guarantees about the accuracy, completeness or adequacy of the information contained herein. Nothing that is provided in this presentation should be used as a substitute for the advice of legal counsel.