PeopleFluent Research Institute and Human Capital Media recently conducted the “2015 Strategic Diversity Measurement Survey” to further understand the challenges, goals and best practices of the organizational diversity and inclusion function. Now, we’re excited to finally share this highly beneficial information with you! During this presentation, we’ll discuss findings from our research such as: The different levels of organizational maturity that diversity programs develop through. Challenges you may face in accomplishing your D&I goals. Resources for additional support and expertise for your program. An approach to D&I measurement that can help you develop, drive and evaluate a successful diversity strategy. Best practices for tracking, measuring and rewarding your program’s accomplishments. Effective practices used by advanced D&I programs.

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2015 Strategic Diversity
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7. #TMwebinar
Julia
Mendez-­‐
SHRM-­‐CP,
CDP,
PHR,
CAAP,
CELS
Principal
Business
Consultant
PeopleFluent
2015 Strategic Diversity
Measurement Survey Results
Sonye?
Bailey
Senior
Product
MarkeAng
Manager
PeopleFluent

8. ©
PeopleFluent
2015
Measuring
Diversity
for
Success
Julia Méndez, SHRM-­‐CP, PHR, CAAP, CDP, CELS
Principal Business Consultant
SonyeA Bailey
Manager, MarkeDng

9. 9
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38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
• Why
diversity
ma?ers
• The
Industry
perspecAve
on
measuring
diversity
• Steps
to
measure
diversity
for
success
Agenda
Agenda
1.
Why
diversity
ma?ers
2.
The
Industry
perspecAve
on
measuring
diversity
3.
Next
steps
to
measure
diversity
for
success
Measuring
Diversity
for
Success

10. 10
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Book
“Managing
Diversity
in
Corporate
America”
challenged
companies
with
embracing
workforce
diversity
• Improves
company’s
bo?om
line
• Creates
a
healthier
work
environment
• Results
in
greater
employee
job
saAsfacAon
Purpose
of
the
Survey

11. 11
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38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
• May
2015
(survey
date)
• 420
respondents
• 24%
have
an
advanced
diversity
funcAon
About
the
Survey

12. 12
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Compliance-­‐
based
goals
Diversity
Goals
Enterprise
Goals
Moving
Beyond
Compliance

13. 13
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38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Are
you
currently
leveraging
diversity
metrics
to
support
organizaAonal
goals?
q
Yes
q
No
q
In
the
planning
stage
Polling
QuesAon

14. 14
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Challenges
of
Successful
D&I
Program
Companies
want
to
be
more
strategic
and
add
value
through
D&I
but
ohen
have
trouble
geing
started
• What
are
we
going
to
measure?
• Why
should
we
measure
anything?

15. 15
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
• What
exactly
does
strategic
diversity
look
like?
• What
metrics
do
organizaAons
track?
• What
should
organizaAons
do
with
gathered
informaAon?
• What
does
accountability
look
like
in
the
diversity
area?
Aher
Defining
Measurement
Goals

16. 16
of
38
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2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
InformaAon
on
Respondents
37.0%
33.0%
30.0%
Size
Small:
Less
than
1,000
employees
Midsized:
1,000–
10,000
employees
Large:
More
than
10,000
employees
32.5%
36.2%
14.1%
17.2%
Geographic
Distribu0on
One
country,
one
locaAon
One
country,
mulAple
locaAons
One
country,
some
global
distribuAon
Highly
distributed
across
the
globe

17. 17
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
OrganizaAonal
Diversity
Maturity
23.0%
23.0%
30.0%
24.0%
Undeveloped
Beginning
Intermediate
Advanced

18. 18
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
24%
30%
OrganizaAonal
Diversity
Maturity
Undeveloped
Beginner
Intermediate
Advanced/Vanguard
23%
Goals
Measurement
23%

19. 19
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Top
D&I
Strategic
Goals
• CreaAng
an
inclusive
company
culture
(74%)
• Increasing
employee
engagement
(64%)
• Helping
the
company
become
an
employer
of
choice
(61%)

20. 20
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Crah
a
strategic
measurement
plan
that
addresses
these
organizaAonal
goals
Steps
to
a
Strategic
Measurement
Plan

21. 21
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Start
comparing
the
current
and
desired
state
as
it
relates
to
diversity
and
inclusion
Steps
to
a
Strategic
Measurement
Plan

22. 22
of
38
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2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Challenges
Among
OrganizaAons
42.33%
40.91%
40.06%
39.20%
38.92%
Lack
of
accepted
benchmarks
Lack
of
budget
Difficulty
working
cross
funcAonally
Lack
of
resources
Difficulty
demonstraAng
impact
of
previous
efforts
Top
challenges
to
accomplishing
diversity
goals

23. 23
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38
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2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Nature
of
diversity
is
broad
• “all
characterisAcs
and
experiences
that
define
each
of
us
as
individuals”
(2000
benchmarking
study
Best
PracAces
in
Achieving
Workforce
Diversity,
U.S.
Department
of
Commerce)
• 2014
study
by
Diversity
Collegium
idenAfied
280
possible
diversity
benchmarks
across
13
different
categories
Difficulty
in
Defining
Benchmarks

24. 24
of
38
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2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Tracking
Workforce
Demographics
31.0%
69.0%
7.5%
27.5%
2.9%
12.6%
9.4%
5.8%
We
don't
track
workforce
demographics
We
don't
know
what
to
measure
or
why
Underdeveloped
Beginning
Intermediate
Advanced

25. 25
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
As
the
D&I
funcAon
matures,
the
scope
of
measuring
metrics
broadens.
What
is
Measured?
6.4%
12.7%
0.0%
3.2%
22.2%
26.3%
40.8%
15.8%
29.0%
50.0%
Diversity
goals
related
to
our
succession
plan
Work
environment
Diversity
program
efficiency/effecAveness
Legal/compliance
costs
RecruiAng
outcomes
We
use
these
metrics
to
measure
D&I
impact
Beginning
Underdeveloped

26. 26
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
D&I
IntegraAon
7%
3%
4%
50%
40%
37%
82%
78%
76%
Talent
acquisiAon/
recruiAng
Learning
and
development
Employee
engagement
Undeveloped
Average
Advanced

27. 27
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Diversity
Goal
Challenges
48%
48%
49%
53%
36%
42%
41%
40%
39%
39%
26%
24%
36%
22%
34%
Lack
of
accepted
benchmarks
Lack
of
budget
Difficulty
working
cross
funcAonally
Lack
of
resources
Difficulty
demonstraAng
impact
of
previous
efforts
Beginning
Average
Advanced

28. 28
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Partnering
with
Vendors
36%
39%
21%
12%
36%
30%
47%
45%
27%
64%
Vendors
In-­‐house
Measurement
Experts
Our
organiza0on
uses
these
diversity
resources
Average
Undeveloped
Beginning
Intermediate
Advanced

29. 29
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Tasks
Outsourced
to
Vendors
8%
6%
14%
9%
12%
20%
10%
19%
CreaAng
strategic
D&I
programs/
campaigns
IdenAfying
areas
of
improvement
What
tasks
does
your
consultant/vendor
help
your
organiza0on
with?
Underdeveloped
Beginning
Intermediate
Advanced

30. 30
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Measurement
of
Demographics
Advanced
64.7%
Advanced
12%
Advanced
14%
Advanced
9%
Average
50%
Average
10%
Average
29%
Average
11%
How
workforce
demographics
are
tracked
Integrated
HR
System
Specialized
Talent
Management
Sohware
Manual
Process
We
Don't
Track
Workforce
Demographics

31. 31
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Measurement
of
D&I
Impact
39%
48%
13%
How
advanced
is
your
organiza0on's
measurement
of
the
impact
of
D&I?
We
don't
know
what
to
measure
/
We
measure
but
don't
know
what
acAons
to
take
We're
making
progress,
but
there's
sAll
more
to
do
We're
ahead
of
the
curve
/
We're
making
the
business
case
for
D&I
investment

32. 32
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
• 24%
of
organizaAons
feel
they
have
succeeded
at
business
case
for
measurements
• Track
a
wide
variety
of
diversity
metrics
• Set
annual
improvement
goals
• Use
analyAcs
to
problem-­‐solve
recruiAng
and
succession
planning
issues
• Companies
that
rank
in
25%
of
execuAve
board
diversity
have
ROE
that
is
53%
higher
than
those
in
bo?om
25%
Most
EffecAve
PracAces
Sources:
Barta,
M.
(2012).
Is
there
a
payoff
from
top-­‐team
diversity?
McKinsey
Quarterly.
Forbes
Insights
(2011).
Global
diversity
and
inclusion:
Fostering
innovaAon
through
a
divesre
workforce.

33. 33
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2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
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
incenAves
for
D&I
goal
accountability
We
connect
D&I
investment
to
business
outcomes
We
have
used
metrics
to
make
the
case
for
culture
change
We
have
in-­‐house
measurement
experAse
available
We
track
demographics
through
an
integrated
HR
system
Advanced
Intermediate
Beginning
Undeveloped

34. 34
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Types
of
Measurements
Basic
workforce
demographics
(gender,
ethnicity)
Advanced
workforce
demographics
(veteran
status,
disability,
LGBT)
RecruiAng
outcomes
Work
environment
(employee
engagement)
Employee
retenAon
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

35. 35
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Do
you
feel
you
have
the
right
measurement
tools
and
experAse
in
place
to
measure
diversity
for
success?
q
Yes
q
No
q
Need
to
further
assess
our
process
and
tools
Polling
QuesAon

36. 36
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
The
Research
Shows
…
• Measuring
mulAple
metrics
• Integrated
HR
system
• Strategic
vendor
plan
• Driving
accountability

37. 37
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
Next
Steps
Measuring
Diversity
for
Success
Understand
the
maturity
level
of
your
exisAng
D&I
program
IdenAfy
those
diversity
metrics
that
effect
change
within
talent
management
IdenAfy
the
right
internal
and
external
resources
to
efficiently
produce
results
Share
meaningful
insight
to
further
D&I
iniAaAve
Leverage
metrics
to
engage
workforce

38. 38
of
38
©
2015
PeopleFluent
|
ConfidenAal
Measuring
Diversity
for
Success|
Oct.
13,
2015
The
Four
Different
Maturity
Stages
of
a
Diversity
Program
Oct.
14,
2015
12PM
EDT
h?p://www.hci.org/lib/four-­‐different-­‐maturity-­‐
stages-­‐diversity-­‐program?hciaffiliate=HGCJOV
SAll
Time
to
Register

39. TM
©
2015
PeopleFluent
|
ConfidenAal
Talent
Insights.
Business
Outcomes.TM
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You
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