Purpose of this slide: In order for the conversation to progress, leadership MUST be bought in. Frankly, as leaders, they should already know the importance of diversity and inclusion as the research is overwhelming. But this slide is to provide a gut-check and level set so you can discuss how you plan on building a diversity and inclusion strategy.
How we encourage you to deliver it: Just like how a flight attendant gets a verbal “yes” from every person in an exit row - you will want to get a concrete “thumbs up” to proceed. On this slide, do a gut-check: “Do all of us in the room understand why diversity and inclusion is an important and business-critical project?” We believe it’s important to communicate that understanding the business case for D&I is tablestakes. A D&I strategy won’t be successful without leadership buy-in; so it’s important to address any hesitations about these facts right now. Particularly given there is overwhelming business support, the supporters in the room will be able to coach any hesitant leaders further along in their D&I journey.
We’ve called out team performance, financial performance and innovation because these outcomes are importance across industries, but feel free to add your favorite research here if you think something else will resonate.
Business case references: Deloitte: https://www2.deloitte.com/us/en/insights/deloitte-review/issue-22/diversity-and-inclusion-at-work-eight-powerful-truths.html McKinsey: https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters BCG: https://www.bcg.com/en-us/publications/2017/people-organization-leadership-talent-innovation-through-diversity-mix-that-matters.aspx
Purpose of this slide: This slide demonstrates that our future is going to look dramatically different than how it does today. We need people in the room to understand that macroeconomic and socio-cultural changes are going to shift the way we do business. It’s up to leaders to adapt - or risk falling behind.
How we encourage you to deliver it: “The future world does not look like the world we live in today. The future is intersectional - for every 100 Straight White Men exiting the workforce (55 years old+), only 66 SWM men are filling their shoes (looking at the <25 group).” So what does the Gen Z workforce look like then? The entering workforce is increasingly more diverse, more women, more people of color, and more than 2x identify as LGBTQ. This will influence the way you operate as a company (because your customers are going to be more diverse than before). It’s also going to dramatically change how you hire and build an inclusive culture. The opportunity is ours; companies that “get it” are going to build businesses and brands that last. Companies that don’t understand the future and the implications of this data will not survive. They won’t be able to hire and retain employees - and won’t be able to market and sell to the increasingly diverse customer base.
Potential pitfall: It can be easy to get stuck in a general conversation about Diversity and Inclusion. While understanding the external reasons to focus on D&I is important, we recommend moving to the personalized reasons (why it’s important for your company, right now), as soon as it seems people understand the external reasons.
Purpose of this slide: This slide should be used to demonstrate that you want a D&I strategy that is co-created by every employee in the organization. In order for a successful strategy to take place, you need to listen to your employees and build a strategy that is uniquely designed for them; not one that is copy and pasted from another company’s “best practice”
How we encourage you to deliver it: The research shows that a Diversity and Inclusion survey is incredibly effective at building the foundation for a D&I strategy. Unlike say, focus groups, a Diversity and Inclusion survey is: Democratic - Everybody gets a single vote. For people to be brought along the journey, they need to feel heard. Give every employee a chance to provide feedback and perspective. Don’t exclude any employees. Confidential - It’s psychologically risky for an underrepresented person to speak up. If they are numerically underrepresented in an organization, fewer people are there to corroborate their stories. Use a confidential survey to get past “stereotype threat.” 3rd Party - using a homegrown tool is risky because you are collecting sensitive information and employee trust has to be earned. A 3rd party can be used to help people feel confident that their data is secure in a trusted source separate from the company.
Potential pushbacks: Let’s do something small first. Doing something small won’t include everyone, nor give us the accurate picture we need to make informed decisions Sending people a survey implies we’re going to take action on their feedback and we don’t have the resources to do that. This is a valid concern! But the inspirations in the Starter Kit have been created to require minimal resources to get off the ground. See Slide 12 and check out the inspiration engine yourself to combat this one!
Instructions for “why” slides: Again, you know which reasons will resonate most with your leaders, and which are most relevant given where you are in your D&I journey.
Purpose of this slide: Demonstrate that by taking a quantitative approach, you’ll have the added benefit of seeing how you’re doing compared to the other progressive organizations that have diversity and inclusion front and center.
How we encourage you to deliver it: Beyond being confidential and democratic, there are additional benefits that come from taking a quantitative approach to D&I. One is being able to compare your results to other companies. Culture Amp’s benchmark includes over 165 organizations in over 30 countries. A people team wouldn’t decide compensation without benchmarks, a business ops team wouldn’t decide on pricing without understanding the market. This is one more piece of context you can use to make informed decisions.
Potential pushback: We’re not like other organizations so a benchmark wouldn’t be relevant. Culture Amp’s benchmark crosses a range of organizations from different industries and countries, so if it’s not relevant, no benchmark will be. Instead, you’ll want to use yourselves as a benchmark, which we discuss in the next slide.
Check out the DI&I 2019 report (https://cdn2.hubspot.net/hubfs/516278/2019_Diversity_and_Inclusion.pdf) for even more information.
Purpose of this slide: To show that by taking a quantitative approach, you can easily identify your blindspots and hotspots.
How we encourage you to deliver it: Without data we’re flying blind and guessing what will have the greatest impact, by taking a quantitative approach we can dig deeper to see where employees are having the greatest disparity in experience. For example, we could see using heatmaps if we need to expand our leave policy to be inclusive to those that are caregivers.
Potential pushback: But what if the results show larger opportunities than we anticipated? Then at least you’ll know and be able to move forward from there!
From the Starter Kit, preview the reports to take particular screenshots that you think would be useful for your leaders.
Purpose of this Slide: Use this if you’d like to make a clear delineation from talking high-level about Diversity and Inclusion to talking specifically about how you plan to measure it.
Purpose of this slide: For the leaders that like to get into the nitty gritty of how the D&I survey will be accomplished. This is where you can discuss at a high-level what would be included. Update with the demographics you plan to include (e.g., removing those you plan on hiding)
How we encourage you to deliver it: We’ll be measuring Inclusion and Engagement comprehensively, by measuring 7 different factors. We’ll also be covering # of demographics, these will go beyond the typical Gender and Race metrics to take into account other aspects of an employee’s identity that could affect their experience at work like family status and native language.
From the Starter Kit, preview the survey to see the exact questions included in each factor, and the demographics that you can choose to hide.
Purpose of this slide: Hopefully, your leaders are on board! This slide is designed for you to customize with the next steps you’d like the group to take action on (or be informed of).
How we encourage you to deliver it: Think critically and holistically. As this project requires cooperation from many stakeholders (employees, managers and leaders), you’ll want to demonstrate that you’re able and willing to take on this project with all the necessary details.
You may want to save time to go through the starter kit if anyone has any questions.
D&I survey of our community
Report powered by Culture Amp
Diversity & Inclusion in the
The Bigger Pie Community
improves team performance
by 17%, decision making
quality by 20%, and team
collaboration by 29%
Companies in the top
quartile for racial and ethnic
diversity are 35% more
likely to have financial
returns above their
respective national industry
The relationship between
Diversity and Innovation is
positive and statistically
As you already know
The importance of Diversity and Inclusion
For every 100 Straight White Men exiting
the workforce, only 66 Straight White
Men are filling their shoes.
The entering workforce is increasingly
more diverse - more women, more people
of color, and more than 2x the people in
Gen Z identify as LGBTQ than in Gen X.
What you might not know:
The future is intersectional
A D&I survey pairs research backed questions with demographic
data to assess our equitable and inclusive community:
This D&I survey gets community feedback
Everybody gets a vote
Marginalized voices are
given a confidential way to
share their perspective
A trusted provider with
secure data practices and
We’ll be able to use Culture Amp’s
benchmarks to compare our
• Over 165 organizations
• Across 30+ countries
• A range of industries: Technology, Non-Profit,
Education, Media, Professional Services and
Which will be interesting to see
To demonstrate how we’re
To show how being open
and inclusive in one area
can open up inclusivity in
2. Race/ethnicity 8. Caregiver
9. Family status
4. Transgender 10. Native
5. Age 11. Physical
6. Education 12. Veteran status
• Take the Survey
• Share the results with you and externally to show the value of a diverse,
inclusive and safe space
• Yes, this group is for women only – so some could argue, how can we talk
about being inclusive when men aren’t, but…
• Having a safe space for women to chat and support each other in addition
to their existing resources is important today
• This is just one resource that we offer
Next steps for action