By Doug Harris, Managing Director and Leader,
The Kaleidoscope Group, LLC
The Kaleidoscope Group, LLC
Measuring diversity success creates several challenges for organizations attempting to validate the impact of diversity. This process can be further complicated by the organization's culture which factors in industry, company size, location, leadership commitment, experience with diversity, and focus of the diversity effort, just to name a few. With the abundance of information written about diversity measurement, one might think this would help simplify the process of measuring diversity success.
Unfortunately, this is not the case. Many of the best practice measurement tools and techniques do not take into consideration what makes each culture unique. As a result, they often fall short. They are either too complicated or have little meaning in effectively assessing progress of the diversity journey.
With all of this in mind, these questions should be answered to measure diversity effectively:
• Where are we today?
• Where do we want to be?
• What steps must we take to get there?
• How do we ensure the steps are implemented effectively?
• What are the organizational benefits derived from taking these steps?
In a recent conversation, a potential client informed me he had just read about a best practice diversity company that had a sophisticated measurement tool that he wanted to adapt and implement in his culture. I asked, "Do you think it will work in your organization?" He replied "Why not?" I informed him that the organization he was referring to had a 20-year track record of focusing on diversity and integrating it into the fabric of their organization, while his organization was just beginning the journey. He responded with a look of surprise. This was indeed an "ah-ha" moment.
During those "ah-ha" moments, I believe we have a great opportunity to effectively assist clients with their measurement process.
At KG, we have identified best practice indicators that identify the key components of diversity success. They are Leadership Commitment, Business Case, Inclusive Culture, External Representation, Community Reputation, Captures all Markets, and Business Integration. We have also defined three stages of diversity measurement: Infrastructure, Utilization and Outcomes. Each best practice indicator is assessed in each stage. The infrastructure stage consists of building awareness, setting direction, defining goals, allocating resources and establishing processes and systems. The utilization stage consists of building the appropriate level of competency and commitment to ensure the infrastructure is effectively used. The outcomes stage measures desired results including productivity increases, profitable growth, costs savings, talent acquisition and retention. If organizations do not consider and monitor progress during each measurement stage, they may experience short-term success, but will most likely face challenges meeting their long-term diversity objectives.
The following Best Practice case study illustrates the stages of diversity measurement.
Many organizations attend the National Black MBA Association Annual Conference to attract and recruit new talent. Most organizations will meet qualified candidates and return to corporate headquarters to look for potential opportunities for the candidates. This Best Practice organization established the necessary systems and processes to interview approximately 40 candidates make 17 offers and receive 9 acceptances while at the conference. In this example, the infrastructure stage consists of attending the conference, the utilization stage consists of effectively attracting and interviewing candidates, and maximizing attendance, and the outcomes stage consists of hiring new talent. We often believe if we set up the infrastructure, we will get the hires. The appropriate commitment, structure and competency are all required to deliver the desired results.
Why is measurement important?
• To improve the effectiveness of the change interventions we implement
• With growing competition for limited resources and in an environment of cost cutting, measures are necessary to determine priorities, focus and viability
• What gets measured matters and receives attention
• Both doubters and supporters need tangible evidence to be sure of progress
Key steps to measuring diversity success include defining your vision of success, assessing and valuing the progress made at each measurement stage, and achieving the desired results. Remember, it is indeed a Journey.
Unfortunately, this is not the case. Many of the best practice measurement tools and techniques do not take into consideration what makes each culture unique. As a result, they often fall short. They are either too complicated or have little meaning in effectively assessing progress of the diversity journey.
With all of this in mind, these questions should be answered to measure diversity effectively:
• Where are we today?
• Where do we want to be?
• What steps must we take to get there?
• How do we ensure the steps are implemented effectively?
• What are the organizational benefits derived from taking these steps?
In a recent conversation, a potential client informed me he had just read about a best practice diversity company that had a sophisticated measurement tool that he wanted to adapt and implement in his culture. I asked, "Do you think it will work in your organization?" He replied "Why not?" I informed him that the organization he was referring to had a 20-year track record of focusing on diversity and integrating it into the fabric of their organization, while his organization was just beginning the journey. He responded with a look of surprise. This was indeed an "ah-ha" moment.
During those "ah-ha" moments, I believe we have a great opportunity to effectively assist clients with their measurement process.
At KG, we have identified best practice indicators that identify the key components of diversity success. They are Leadership Commitment, Business Case, Inclusive Culture, External Representation, Community Reputation, Captures all Markets, and Business Integration. We have also defined three stages of diversity measurement: Infrastructure, Utilization and Outcomes. Each best practice indicator is assessed in each stage. The infrastructure stage consists of building awareness, setting direction, defining goals, allocating resources and establishing processes and systems. The utilization stage consists of building the appropriate level of competency and commitment to ensure the infrastructure is effectively used. The outcomes stage measures desired results including productivity increases, profitable growth, costs savings, talent acquisition and retention. If organizations do not consider and monitor progress during each measurement stage, they may experience short-term success, but will most likely face challenges meeting their long-term diversity objectives.
The following Best Practice case study illustrates the stages of diversity measurement.
Many organizations attend the National Black MBA Association Annual Conference to attract and recruit new talent. Most organizations will meet qualified candidates and return to corporate headquarters to look for potential opportunities for the candidates. This Best Practice organization established the necessary systems and processes to interview approximately 40 candidates make 17 offers and receive 9 acceptances while at the conference. In this example, the infrastructure stage consists of attending the conference, the utilization stage consists of effectively attracting and interviewing candidates, and maximizing attendance, and the outcomes stage consists of hiring new talent. We often believe if we set up the infrastructure, we will get the hires. The appropriate commitment, structure and competency are all required to deliver the desired results.
Why is measurement important?
• To improve the effectiveness of the change interventions we implement
• With growing competition for limited resources and in an environment of cost cutting, measures are necessary to determine priorities, focus and viability
• What gets measured matters and receives attention
• Both doubters and supporters need tangible evidence to be sure of progress
Key steps to measuring diversity success include defining your vision of success, assessing and valuing the progress made at each measurement stage, and achieving the desired results. Remember, it is indeed a Journey.
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