Organizations thrive when they make a true commitment to employee diversity, equity, inclusion, and belonging (DEIB). What exactly are the parts of DEIB, why do they matter, and how they can be measured?
Key Definitions: DEIB
Any work on diversity needs to start with a clear set of definitions. These concepts are often used interchangeably. But while they are connected, each is distinctly different.
Diversity: Diversity refers to the fair representation of people of different social identities -- like race/ethnicity, gender and age -- across the company.
Equity: Equity includes both processes to ensure inclusion and processes to eliminate barriers or imbalances that keep employees from having equal opportunities.
Inclusion: Inclusion is promoted when the employer understands the differences in employees’ identities and offers everyone equal opportunities to be successful within the organization.
Belonging: Belonging happens when diversity, inclusion and equity are well established in an organization. A feeling of belonging grows naturally when employees feel secure and accepted.
DEIB Model, Crunchr (2021)
Why Invest in DEIB?
Building an organization-wide mindset around DEIB isn’t just the right thing to do, it also positively impacts creativity, innovation, and productivity. Years of research by McKinsey, for instance, show that ethnically and gender diverse workplaces enjoy higher financial performance.
You can see why. When employees feel like they truly belong at a company, their performance, communication, and collaboration improve -- and engagement and retention along with it.
How Do You Measure DEIB?
Organizations can use a number of metrics to assess the impact of their DEIB efforts. It’s helpful to group them according to the talent lifecycle. For example, to check your level of success in hiring more female managers, measure the gender difference of employees hired through different recruitment channels. That helps inform where to focus your hiring spend and activity.
Similarly, if you want to understand the level of inclusion among employees from underrepresented groups, examine engagement data or voluntary turnover data by business unit according to minority groups. From there, you can spot positive and negative trends, and intervene if necessary.
For organizations to be successful today, DEIB has never been more important. With the right analysis tools, making the business case for DEIB has never been easier.
4 Steps to Advance Your DEIB Strategy
1. Make this a business topic. Diversity is not “just an HR thing”. It is directly linked to organizational performance.
2. Build and secure a solid data set. Your analysis results are built on this.
3. Identify root causes and solve them. DEIB gaps are caused by a series of management decisions that should be analyzed.
4. Decentralize the execution. Set guidelines at the company level, but let local leaders own the processes and results.
Finally, develop a DEIB measurement framework and best-in-class dashboards to gain actionable insights. The Crunchr measurement framework consists of 30+ metrics across the talent lifecycle by location, business unit, functional area, position grade, etc. Feel free to contact us if you would like to learn more.
Ready to explore the possibilities of People Analytics? Discover how our solutions can help you achieve your DEIB objectives!