How to measure your DEI initiatives — Esther Lee // McCann Worldgroup

Show Notes

• 01:03
  Goals of diversity and inclusion initiatives

  Organizations aim to transform their talent pipelines, foster a sense of belonging, and achieve a diverse employee makeup. The overarching goal for every company should be to change its culture, a process that requires years of commitment and leadership buy-in.
• 01:57
  Closing gaps in DEI efforts

  Organizations must assess their current culture and set metrics for where theyd like to be. This involves examining promotion policies, diversity of talent pipelines, and the diversity makeup of employees before proceeding with initiatives like guest speakers and ERGs.
• 03:13
  Measuring DEI initiative impact

  Some useful metrics include demographic data, promotion rates, diverse demographic career trajectory sentiment analysis, eNPS, etc. Creating a dedicated diversity, equity, inclusion, and belonging (DEIB) scorecard provides a comprehensive view beyond annual surveys.
• 04:53
  Creating a DEI scorecard separate from annual pulse surveys

  Creating a separate DEI scorecard from annual pulse surveys emphasizes the company's commitment to diversity and inclusion. This method encourages employees to provide honest feedback on DEI initiatives, without overwhelming them with numerous survey questions.
• 06:50
  The importance of manager training for DEI

  Manager training is paramount in DEI initiatives because employees' sense of belonging starts with their teams and managers. Investing in frontline manager training helps to address any bias and drives cultural change within the organization.
• 08:26
  Training frontline management on empathy and kindness

  Managers should lead with empathy and kindness, qualities that need to be trained and measured like hard skills. Employees must feel cared for and see a clear path for career growth within the organization to ensure DEI initiatives work effectively and prevent talent loss.
• 11:33
  Measuring manager training effectiveness

  Gauge employee psychological safety through anonymous feedback and have managers self-assess their effectiveness and how open employees are when providing feedback. Communicate these results to leadership to showcase the positive impact on the company's culture.
• 14:19
  Gathering employee feedback on managers

  Tools like Officevibe can be used to collect anonymous employee feedback on managers and provide qualitative data to gauge culture health. A cost-effective approach is teaching managers to use weekly one-on-one check-ins to cover topics such as stress, goal tracking, and feedback.
• 18:00
  Using employee resource groups (ERGs) to gather anonymous employee feedback

  Tools like Officevibe can anonymize feedback while retaining demographic data. However, setting up diverse ERGs is the best way to track demographic well-being and sentiments in a company anonymously, and flag things to HR.
• 19:55
  Structuring ERG meetings

  ERG meetings should be structured, alternating between casual social gatherings and purposeful discussions about belonging, representation, and action items for improved inclusion. These meetings facilitate solutions to enhance workplace diversity and inclusion.
• 21:10
  How to change company culture

  The most valuable data from ERGs are stories, anecdotes, opinions, and ideas that lead to action. Acting on employee input fosters loyalty, belonging, and a sense of being heard, which is essential for changing company culture.