Diversity, Equity, and Inclusion: The Hidden Truth

As a business leader, how do you increase accountability and transparency on diversity, equity, and inclusion?

Based on the conversations I’m having with leaders and managers, this is not top of mind. And I understand: given the state of our economy and ongoing uncertainty, keeping the cash flowing and business open has taken focus for many leaders. But it seems to me this is the perfect time to examine our practices, gather data, and do some honest analysis.

To be sure, we are making progress. As Harvard University psychologists Tessa E.S. Charlesworth and Mahzarin R. Banaji found in their research and published in What Works, a report created by Stephen S. Padulla of Stanford University, “New data from nearly 6 million respondents shows that implicit (and explicit) attitudes/beliefs about minority groups can and do improve over the long-term (sexuality, race, skin tone, and gender roles).” They found that over a 10-year period, a widespread change occurred across most demographic groups.

When this conversation comes up with some of my coaching clients, especially those who work in relatively small businesses, the question is often raised, “How do I track diversity without infringing on privacy, or asking illegal questions?”

Reveal the Hidden Truth

I have found that a simple, anonymous employee survey works well. You can ask the same questions over a period of time, and tabulate the results in a spreadsheet.

SurveyMonkey also offers templates that can be used electronically, and anonymously. This is key, especially when measuring for feelings, beliefs, and feedback on equity and inclusion.

Complete a SWOT analysis:
- Collect data over time, including personnel transitions , discrimination complaints and outcomes, and employee surveys:
  - Create a template of questions that can be answered anonymously; offer a range of answer choices from which participants can choose, as well as an opportunity for a comment.
  - Ensure the survey reaches all employees and that they have adequate instructions and time to complete and return the survey anonymously.
  - Tabulate the results to establish your baseline.
  - Periodically, re-survey all employees asking the same questions.
  - Tabulate the results.
- Analyze trends.
  - Compare your data over time, and compare it to other organizations.
  - Where are you seeing improvement in recruitment, hiring, promotion, pay, and retention?
  - Where do you need to improve?
Create goals. This is a critical step in the process: it lays the foundation for accountability and transparency.
- Share your anonymous results with all employees.
- Celebrate trends as they improve.
- Establish SMART goals for areas needing improvement.
- Educate all employees on how their attitudes and actions contribute to results, especially matters regarding inclusion.

Despite the progress we’ve made in diversity, equity, and inclusion, I think we can do better. What about you? How do you track and share information about diversity in your organization? I’d love to hear from you. I’m available here, on LinkedIn, or give me a call: 561-582-6060.