Join us as we detail the four different stages of maturity — undeveloped, beginning, intermediate and advanced/vanguard — that maps to each company’s diversity program. Join us to identify the stage of your organization and gain a deeper understanding of the following: What do the four stages of the maturity development mean to an organization? The primary goals of each maturity stage and how those change over time. How to foresee challenges in a diversity function and develop plans to overcome them. How measurement techniques can help support communication and ROI calculations.

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The Four Maturity Stages of
Diversity and Inclusion Programs

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Frequently
Asked
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7. #WFwebinar
Lauren
Dixon
Associate
Editor
Workforce
magazine
The Four Maturity Stages of
Diversity and Inclusion Programs

8. #WFwebinar
Alex
Gonzalez
Product
Manager
PeopleFluent
The Four Maturity Stages of
Diversity and Inclusion Programs
Roy
Zambonino
Senior
Solu>ons
Consultant
PeopleFluent

9. ©
PeopleFluent
2015
The
Four
Maturity
Stages
of
a
Diversity
Program
Roy Zambonino, Sr. Solu1ons Consultant
Alex Gonzalez, Director, Product Management

10. 10
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Agenda
• Defini>on
of
each
stage
• Primary
goals
of
each
stage
and
how
those
change
over
>me
• How
challenges
develop
and
can
be
overcome
• How
measurement
techniques
can
help
support
communica>on
and
ROI
calcula>ons

11. 11
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Quick
Summary
of
Survey
Setup
and
Parameters
• May
2015
(survey
date)
• 420
respondents
• 24%
have
an
advanced
diversity
func>on
• 23%
have
an
undeveloped
diversity
func>on

12. 12
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
• Challenges
are
consistent
across
organiza>ons
• HR
is
oWen
responsible
for
D&I
ini>a>ves
• Vendor
usage
depends
on
D&I
maturity
• Measurement
is
key
to
a
successful
diversity
strategy
• Effec>ve
organiza>ons
track
more,
measure
more
and
reward
more
Key
Findings
of
Survey

13. 13
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
• D&I
strategic
goals
must
align
with
organiza>on
outcomes
» Crea>ng
an
inclusive
company
culture
(74%)
» Increasing
employee
engagement
(64%)
» Helping
the
company
become
an
employer
of
choice
(61%)
• Iden>fy
challenges
to
your
D&I
plan
» Lack
of
budget
» Difficulty
working
cross
-­‐func>onally
» Lack
of
accepted
benchmarks
for
D&I
(difficulty
in
iden>fying)
» Alignment
of
benchmarks
by
industry
Where
do
we
begin?

14. 14
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
1
2
3
4
5
Beginning
Advanced
Undeveloped
Intermediate
Vanguard
Maturity
Stages
of
a
Diversity
Program
One
Year
3
years
10+
Years
Coun6ng
together

15. 15
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
1:
Undeveloped
Entirely unfamiliar with progress monitoring and program measurement
and not able to connect D&I to overall organizational goals
• Do not know what to measure and do not have measurement expertise available Has
not crafted a strategic measurement plan
• Is not tracking basic workforce diversity metrics – gender, ethnicity
• Is not tracking ancillary workforce diversity metrics - veterans, disability status, LGBT
• May not be analyzing legal and compliance risk or may have been doing it for years
23%
77%
D&I
Market
Undeveloped
All
others
Less
than
1,000
employees
(51%)
10,000+
employees
(18%)
Program
is
less
than
a
year
old
(73%)
Located
in
one
country
(40%)
or
located
in
one
country
with
mul>ple
loca>ons
(26%)

16. 16
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Undeveloped
Cont’d
• Not connected to business outcomes (Note: as D&I programs mature, this remains a
key challenge)
• Does not define desired results
• Does not analyze the impact of D&I investments
• Does not identify areas for improvement/opportunity
• Does not create strategic D&I programs/campaigns
Top
5
Goals
1. Reducing
legal
risk
2. Ensuring
compliance
3. Increasing
employee
engagement
4. Creating
an
inclusive
company
culture
5. Helping
organiza>on
become
an
employer
of
choice
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Leadership
buy-­‐in
3. Lack
of
budget
4. Lack
of
accepted
benchmarks
5. Difficulty
communica>ng
goals

17. 17
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
2:
Beginning
23%
77%
D&I
Market
Undeveloped
All
others
Less
than
1,000
employees
(43%)
10,000+
employees
(21%)
Located
in
one
country
(30%)
or
located
in
one
country
with
mul>ple
loca>ons
(38%)
Program
is
one
to
three
years
old
(48%)
Slightly more involved in how and what they measure for D&I compared to the
“Undeveloped” group
• Making some progress toward measuring impact of D&I, though some don’t know why/
what to measure
• Typically do not have measurement expertise available, some have in-house
measurement expertise
• Has not crafted a strategic measurement plan, though some may have begun the
process
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity
• Is not tracking ancillary workforce diversity metrics - veterans, disability status, LGBT,
though some have begun this process

18. 18
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Beginning
Cont’d
• Tracking of legal and compliance risk varies with the majority having done it for years, some not
doing it at all, and others just beginning
• Not connected to business outcomes (Note: as D&I programs mature, this remains a key challenge)
• Does not define desired results, though a notable portion may have begun this process
• Does not analyze the impact of D&I investments, though a notable portion may have begun this
process
• Has started to identify areas for improvement/opportunity
• Has started to create strategic D&I programs/campaigns, though a large portion still do not do this
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Fostering
Collabora>on
in
the
workplace
5. Ensuring
compliance
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Difficulty
working
across
func>ons
to
achieve
goals
3. Lack
of
budget
4. Difficulty
aligning
on
steps
to
aiain
goals
5. Lack
of
accepted
benchmarks

19. 19
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Strategic
Ac6vity
Management
• Enable
greater
collabora>on
by
allowing
managers
to
access
and
document
relevant
informa>on
on
their
own
• Easily
enter
and
record
internal
and
external
outreach
Efforts
by
establishment
• Quickly
check
on
levels
of
outreach
ac>vity
with
yellow,
green,
or
red
indicators
• Convenient
alerts
when
ac>vi>es
are
coming
up
or
past
due
• Load
any
documents
or
files
that
are
proof
or
ar>facts
suppor>ng
your
outreach
• Maintain
unlimited
number
of
years
worth
of
informa>on
• Quickly
export
your
outreach
documenta>on
to
a
PDF
file
for
quick
audit
prepara>on
• Accommoda>ons
tracker
• Single
Sign
On
• Audit
Tracking
Collabora6on
Across
the
Organiza6on

20. 20
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
3:
Intermediate
30%
70%
D&I
Market
Beginning
All
others
10,000+
employees
(38%)
Less
than
1,000
employees
(27%)
Program
is
one
to
three
years
old
(36%)*
Have developed a “medium” confident level with measurement and clearly
see the importance of data.
• Making some progress toward measuring impact of D&I, and only a small group
is still having trouble with this issue
• Equally likely to not have measurement expertise available or to have in-house
measurement expertise
• Have begun to craft a strategic measurement plan, though a notable portion still
does not do this
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity
Located
in
one
country
with
mul>ple
loca>ons
(38%)
or
Located
in
one
country
(30%)

21. 21
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Intermediate
Cont’d
• Still working on tracking ancillary workforce diversity metrics - veterans, disability status,
LGBT with the majority having done it for years, some still beginning this process, and
the same amount still not doing this
• Most are tracking legal and compliance risk, with a smaller group just getting started
• Most are still not connected to business outcomes though a smaller group is just getting
started, and some have even doing this for the past year
• Has begun to define desired results with some even doing it for the past year, though a
notable portion is still not doing this
• Does not analyze the impact of D&I investments, though a notable portion may have
begun this process
• Has either started to identify areas for improvement/opportunity, been doing this for a
year or been doing this for years
• Has started to create strategic D&I programs/campaigns, and a large portion has been
doing this for the past year with even more doing it for years

22. 22
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Intermediate
Cont’d
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Fostering
Collabora>on
in
the
workplace
5. Ensuring
compliance
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Difficulty
working
across
func>ons
to
achieve
goals
3. Lack
of
budget
4. Difficulty
aligning
on
steps
to
aiain
goals
5. Lack
of
accepted
benchmarks

23. 23
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
4
&
5:
Advanced/Vanguard
24%
76%
D&I
Market
Beginning
All
others
10,000+
employees
(37%)
Less
than
1,000
employees
(33%)
Located
in
one
country
with
mul>ple
loca>ons
(36%)
or
Located
in
one
country
(31%)
Program
is
more
than
10
years
old
(48%)
Slightly ahead of the curve in D&I measurement, though they still have work to do.
• Making some progress toward measuring impact of D&I (49%), with a small group
ahead of the strategic measurement curve (24%)
• Most have measurement expertise in-house (64%)
• Have been crafting a strategic measurement plan for years (47%)
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity (75%)
• Has been tracking ancillary workforce diversity metrics - veterans, disability status,
LGBT for years (52%)

24. 24
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Advanced/Vanguard
Cont’d
• Most have been are tracking legal and compliance risk for years (60%)
• Most likely to be able to connect D&I investments to business outcomes
(34%), though some still do this at all (27%), and others have only been
doing it for the past years (22%)
• Has begun to define desired results (41%) with some even doing it for the
past year (15%), though a notable portion is still not doing this (35%)
• Still having trouble with defining desired results of D&I investments, as only
a little more than a third have been doing this for years (37%), and a large
portion still not doing this at all (24%)
• Has started to identify areas for improvement/opportunity (56%)
• Has started to create strategic D&I programs/campaigns (48%)

25. 25
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Top
5
Challenges
1. Difficulty
working
across
func>ons
to
achieve
goals
2. Difficulty
demonstra>ng
impact
of
previous
efforts
3. Lack
of
accepted
benchmarks
4. Difficulty
collec>ng
data
from
employees
5. Lack
of
budget
6. Difficulty
aligning
on
steps
to
aiain
goals
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Ensuring
compliance
5. Fostering
Collabora>on
in
the
workplace
6. Fostering
Innova>on
Advanced/Vanguard
Cont’d

26. 26
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
#
At
what
stage
of
development
is
the
diversity
and
inclusion
func6on
within
your
organiza6on?
1
2
3
4
Undeveloped
Beginning
Intermediate
Advanced/Vanguard
Polling
Ques6on
#1
5 No
D&I
Func>on

27. 27
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
long
has
diversity
and
inclusion
been
a
focus
for
your
organiza6on?
21%
28%
19%
12%
20%
Age
of
Diversity
Program
Less
than
1
year
1-­‐3
years
4-­‐7
years
7-­‐10
years
10
years
+

28. 28
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
73.58%
64.20%
60.51%
51.42%
51.14%
CREATING
AN
INCLUSIVE
COMPANY
CULTURE
INCREASING
EMPLOYEE
ENGAGEMENT
BECOMING
AN
EMPLOYER
OF
CHOICE
FOSTERING
COLLABORATION
IN
THE
WORKPLACE
ENSURING
COMPLIANCE
WITH
LABOR
POLICIES/
REGULATIONS
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Strategic
Goals
of
D&I
-­‐
Top
5
(All
Maturity
Stages)

29. 29
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
41.79%
40.92%
39.19%
38.90%
35.73%
LACK
OF
ACCEPTED
BENCHMARKS
FOR
D&I
LACK
OF
BUDGET
DIFFICULTY
DEMONSTRATING
IMPACT
OF
PREVIOUS
EFFORTS
LACK
OF
RESOURCES
(SKILLS/CAPABILITIES)
DIFFICULTY
ALIGNING
ON
STEPS
TO
ATTAIN
GOALS
32.00%
34.00%
36.00%
38.00%
40.00%
42.00%
44.00%
Challenges
in
Accomplishing
Goals
Top
5
(All
Maturity
Stages)

30. 30
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
are
the
Barriers
to
Increasing
the
Effec6veness
of
Strategic
Diversity
in
Your
Organiza6on?

31. 31
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
are
the
Barriers
to
Increasing
the
Effec6veness
of
Strategic
Diversity
in
Your
Organiza6on?

32. 32
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
#
How
does
your
organiza6on
track
workforce
demographics?
1
2
3
4
Integrated
HR
system
Specialized
talent
management
soWware
Manual
process
We
do
not
track
workforce
demographics
Polling
Ques6on
#2

33. 33
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
track
your
workforce
demographics?
65%
12%
14%
9%
Tracking
Workforce
Demographics
Integrated
HR
system
Specialized
TM
soWware
Manual
Process
We
do
not
track
workforce
demographics

34. 34
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
do
I
track?

35. 35
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
do
I
track?
Cont’d

36. 36
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
To
Who
and
How
are
Metrics
Reported?

37. 37
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
To
Who
and
How
are
Metrics
Reported?
Cont’d

38. 38
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Effec6vely
Manage
Diversity
Metrics

39. 39
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Effec6vely
Manage
Diversity
Metrics

40. 40
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
show
business
impact?

41. 41
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
show
business
impact?
Cont’d

42. 42
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Can
I
really
create
culture
change
with
D&I?
Undeveloped
Beginning

43. 43
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Can
I
really
create
culture
change
with
D&I?
Cont’d
Intermediate
Advanced/Vanguard

44. 44
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Does
your
organiza6on
offer
incen6ves
for
managers/
execu6ves/department
heads
to
meet
diversity
and
inclusion
goals?
1. Increased
opera>onal
budgets
and
talent/merit
bonus
2. Part
of
monetary
bonus
program
–
when
goals
are
reached
3. Educa>on
and
other
4. Recogni>on
awards
5. It
is
part
of
their
scorecard
for
annual
evalua>on.
6. Goal
aiainment
on
diversity
recruitment/reten>on
metrics
is
>ed
to
execu>ve
compensa>on
incen>ve
bonuses
7. Part
of
performance
evalua>on
8. Crea>ve
control

45. 45
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Q&A

46. TM
©
2015
PeopleFluent
|
Confiden>al
Thank
You
Find
PeopleFluent
on…
Twiger:
twiier.com/peoplefluent
LinkedIn:
linkedin.com/company/peoplefluent
Facebook:
facebook.com/peoplefluent
Blog:
peoplefluent.com/resources/peoplefluent-­‐blog
Roy
Zambonino,
Sr.
Solu6ons
Consultant
roy.zambonino@peoplefluent.com
Alex
Gonzalez,
Director,
Product
Management
alex.gonzalez@peoplefluent.com
DISCLAIMER:
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provided
in
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contained
herein.
Nothing
that
is
provided
in
this
presenta/on
should
be
used
as
a
subs/tute
for
the
advice
of
legal
counsel.

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