Diversity, Equity & Inclusion

Your strategy starts here. Maximize the competitive advantage of a diverse workforce and learn how to further foster a culture that values and promotes inclusion and equity with the help of Newmeasures.


Diversity Does Not Equal Inclusion

Many organizations focus their DE&I efforts on building a workforce comprised of people from different backgrounds, experiences and perspectives. While this is a great start, diversity alone will not lead to a more engaged and productive employees. Why? Diversity on it’s own does not imply equity and inclusion.

Research generally points to three broad categories of inclusionary behavior (e.g., Ferdman, Avigdor, Braun, Konkin, & Kuzmycz, 2010).

  • Commitment from top leadership to foster equity and inclusion.
  • Encouragement of equal opportunity to information exchange and influence in decision making.
  • Establishment of and adherence to fair and equitable policies.

How Do Employees Experience Inclusion?


In inclusive environments, individual differences are viewed as assets and diversity is leveraged so that everyone feels supported and can do their best work (Pless & Maak, 2004). The experience of inclusion is comprised of various components such as (Ferdman et al., 2010):

  • Feeling welcomed and valued
  • Sensing that diversity is celebrated and cultivated as a strength
  • Being involved and engaged in the work group
  • Being able to authentically bring the whole self to work
  • Being able to influence decisions
  • Feeling safe to be oneself without retaliation or isolation
One method for understanding the impact of your DE&I efforts is to check in with employees on their perceptions of the components listed above. Can they be their authentic selves? Are their thoughts welcomed and valued?  The answers to these questions will help you gather a baseline for DE&I perceptions, how they differ by demographic groups, and where to focus.


Strengthen Your Impact Thorugh Data-Informed Action


To measure employee perceptions of DE&I in an organization, Newmeasures takes two broad approaches:

1

Demogrpahic Group Comparison

Comparing engagement levels and drivers by demographic groups (e.g., gender, ethnicity, generation) and exploring between-group differences in the employee experience (e.g., communication, collaboration, growth and development opportunities).


Significant between-group differences on survey items such as, “I feel valued as an employee of this organization” and “I feel a sense of community and belonging at work” can indicate DE&I concerns.

2

Behavioral Questions

Asking employees direct questions about DE&I perceptions. Survey questions might include, “Organizational policies and programs promote inclusion in the workplace” or “I can openly be myself without fear of judgment or isolation from others.”

What the DE&I Survey Measures

The sample questions below highlight how messaging varies to evaluate the various aspects of DE&I:

  • Diversity: Does the organization value diversity?
  • Equity: Is the promotion process viewed as fair and equitable?
  • Inclusion: Can I be myself at work?

A full set of validated questions is available to clients when developing a survey. The heat map (pictured right) demonstrates how this data can provide insights by demographic group; highlighting where variance in experience exists. 

Ready to Listen?


Leverage Your Engagement Survey

Talk with Newmeasures about how you can leverage or re-structure your annual engagement survey to focus better on Diversity, Equity and Inclusion. Generate insights from your entire employee population and uncover where differences may exist – then, act!


Focus on DE&I Perceptions & Experiences 

Conduct a deep dive through a stand-alone survey that explores all avenues of the topic. In addition to understanding employee experiences and identifying gaps, explore how well leadership is valuing diversity, what barriers exist to fostering an inclusive environment and measure the effectiveness of existing programs.  



Our Partners

Our network of partners are equipped to deliver the guidance, expertise and executive coaching your organization needs to achieve your long-term DE&I strategy.

Higher Ground Consulting

A featured speaker and executive coach who inspires leaders and their teams to clarify direction, focus, and effectiveness through proven frameworks, Darrell Hammond, Sr. teaches and coaches audiences how to practically reach their peak performance. The outcomes of Higher Ground’s work have been described as proven, practical and inspired leadership applications.

Next-Level Inclusive Leadership

A growing challenge for business executives across the world is to deliver results through organizations that are more diverse than ever. Next-Level Inclusive Leadership is a customized program, tailored to the unique development needs of each client and the diversity of their organization.

Be Brave

Be Brave provides clear steps to achieving goals in belonging and equity by looking at the layers that hold up systems of oppression: individual, interpersonal, institutional, and ideological. We take a targeted approach, leading to transformation. We provide expertise to shape your lens and worldview.