DIVERSITY, EQUITY AND INCLUSION

DEI Assessments

Diversity Evaluation: The Arc of Change

We do deep dives into each of these six pillars to gain a greater sense of the current state of the organization.

We identify areas for short-term improvement and work to identify key areas that require development for longer term sustainability of diversity, equity and inclusion in the organization.

The Why

DEI ASSESSMENTS: DIMENSIONS WORTH MEASURING
  • Identifying how a diverse, equitable and inclusive workforce can aid in achieving business objectives aligned with the company's strategy is a key step in the process.
  • The organization must set specific goals related to DE&I based on the company's strategic objectives. 
  • Using different methodologies – both quantitative and qualitative methods will be important to measuring and setting a baseline for the organization, identifying key areas for measurement along with objectives, metrics and goals for future outcomes.
  • Assessment tools can also allow the organization to systemically catalogue the ways in which an organization communicates its commitment to increasing diversity and inclusiveness at a number of different levels.
  • Organizations will typically measure diversity dimensions for which data is readily available.  Depending on business goals, leading organizations extend diversity measurement to race, ethnicity, nationality, educational attainment, tertiary institution, professional expertise, tenure, age, disability and health status, sexual orientation, family status, carer and parental status, employment status (full time, part-time, flexible working), immigration status, faith, veteran status, English proficiency, languages spoken, etc.

The Six Pillars

AN ORGANIZATION’S DIVERSITY AND INCLUSION METRICS SHOULD SERVE SIX PURPOSES
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Leadership and Governance

This aspect demonstrates the importance of the top-down implementation of diversity practices and policies. For diversity initiatives to be successful, they must have the support and commitment of senior management who also have the power to influence change across the organization. We can work with you to ensure this is communicated and highlighted in a way that resonates with staff.
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Strong and Transparent Human Resources Practices

These represent the changes that the organization makes to how it recruits, develops, manages, and engages with its employees. The commitment to diversity is, in other words, “reinforced by changing the organizational policies and processes” (Kreitz, 2007, p. 3) in order to attract, develop, and retain individuals from diverse groups. We can work with your HR and Talent Management team to support the good work they are doing, provide insights to strengthen how you attract, retain and grow a strong team and pipeline of leaders.
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Quality of Life and Organizational Culture

Improving the quality of life offered by the organization as well as improving the organizational culture so that it is more inclusive aims to reduce barriers to entry, increase the retention of employees, and create an environment where the needs of employees from diverse and underrepresented groups are met in ways that are beneficial to the organization as a whole. In other words, to create an organizational culture and quality of life for its employees that is sensitive to the needs of a diverse workforce. Continuous training, policies and communication will help shape and reshape your organizational culture, feeling of belonging and overall commitment of employees to HomeStars.
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Measure and Track Diversity

Unless the organization measures and tracks the results of the implementation of these policies and practices ensure that the stated commitment to diversity is translated into action. Furthermore, tracking diversity through surveys and interviews as well as publishing those results serves to reinforce the organization’s commitment to diversity. Similarly, these results can also be used as a benchmark against which an organization can measure its progress in relation to other firms in its sector or industry. We can work with you to develop these tools and measurements to ensure you are measuring what matters and what will make the biggest impact for the organization short and long term.
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Integrate or Mainstreaming Diversity across the Value Chain

This allows the organization to clearly and actively communicate its commitment to diversity both internally and externally. This aspect demonstrates that organizations cannot just passively enact a commitment to diversity. Rather, for these initiatives to be successful, diversity policies and practices must be extended throughout the value chain and outwards towards the external environment. What measures to you have in place to ensure your value chain aligns with your values and commitment to DEI? We can help develop tools to allow you to support your commitment towards greater inclusion and accountability.
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Developing the Pipeline

This measures the efforts of the organization to develop its resources – including efforts to proactively reach out to groups in order to attract future participants in the labor force. (Cukier, 2009) Organizations should not underestimate the impact of retention to their bottom line. While attracting and recruiting is labour intensive, ensuring staff development and engagement is correlated to high performing organizations. Your pipeline, and investment in training the next group of leaders is critical to achieving your goals as leaders in the industries you play and serve in.

Diversity Dimensions Worth Measuring

Through the Diversity, Equity and Inclusion Assessment process we work with your organization through our DEI consulting and coaching, to move through each of these dimensions and focus on the ones that matter.

Each organization is unique in its culture, its mission and goals. We work closely to help navigate the key pillars for organizational success and work with you on multiple dimensions to ensure you move from good intention to implementation to successful integration - to get results!
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