Part 1 of 2: Eager to move beyond simple representation metrics and turn your data into something that sparks meaningful change? Whether you’re just starting out, or have been investigating diversity and inclusion at your organization for a while, this masterclass will explore how to make diversity and inclusion a core part of your employee feedback strategy and help various stakeholders, like your leadership team, employee resource groups, and managers, get in on the action.

1. Move from diversity data to
inclusive action
Customer Connection Day Masterclass
Jess Brook, Snr People Scientist & D&I Lead, EMEA
Bailey Edgell, Snr Customer Success Coach & D&I Lead, Americas

2. Welcome
Approach D&I in a
way that’s beyond
collecting data and
checking boxes

3. In today’s session
1. Data that leads to inclusive action
2. The road to a more diverse and inclusive culture
3. Action!
4. Mobilizing your squad
What we’ll
cover…

4. Diversity Inclusion
Diversity is the range of
human differences,
including but not limited to
race, ethnicity, gender,
sexual orientation, age,
social class, etc.
Inclusion is the act of
making a person part of a
group or collective, where
each member is afforded
the same rights and
opportunities.

5. Diversity Inclusion Intersectionality
Diversity is the range of
human differences,
including but not limited to
race, ethnicity, gender,
sexual orientation, age,
social class, etc.
Inclusion is the act of
making a person part of a
group or collective, where
each member is afforded
the same rights and
opportunities.
Intersectionality considers
different systems of
oppression, and specifically
how they overlap and are
compounded.

6. Data that leads to
inclusive action
Part 1

7. Action!
Common
pitfalls
1 D data

8. 1 D data Go big or go home
Action!
Common
pitfalls

9. 1 D data Go big or go home
Fixate on ‘best’ thing
Action!
Common
pitfalls

10. 1 D data Go big or go home
Fixate on ‘best’ thing Solo D&I warrior
Action!
Common
pitfalls

11. Data with the highest ‘action potential’ captures:
Representation
The range of human differences
E.g. Race Gender, Sexual Orientation,
Socio-economic status etc…
+

12. Why is
measuring
representation
not enough?
Traditional Representation Metrics…
are
incomplete
ignore key
aspects of
diversity
ostracize
White Men
are impossible to
benchmark
create a target
to hit
are rarely
intersectional

13. Data with the highest ‘action potential’ captures:
Representation
The range of human differences
E.g. Race Gender, Sexual Orientation,
Socio-economic status etc…
+
Experience
Factors influencing inclusion
E.g. Voice, Decision
Making, Fairness

14. Understanding
Experience
Culture Amp Diversity and Inclusion - 2018 Report

15. The road to a more diverse and
inclusive culture
Part 2

16. No matter
where you are
on your journey

17. Using surveys as a tool on your journey
Robust ApproachMaking ProgressStarting Out

18. Using surveys as a tool on your journey
Robust ApproachMaking ProgressStarting Out

19. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
Using surveys as a tool on your journey

20. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
Using surveys as a tool on your journey
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting

21. Platform
imagery??
Intersectional
heatmap?
Diagnostic

22. Platform
imagery??
Intersectional
heatmap?
Diagnostic

23. Platform
imagery??
Intersectional
heatmap?
Diagnostic

24. Platform
imagery??
Intersectional
heatmap?
Diagnostic

25. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey

26. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker

27. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker
– Measures changes in
variance over time
– Integrates D&I into
the overall feedback
experience
– Shows D&I isn’t a
one-time event

28. Add screenshot
of spread of
scores
Tracker
My job performance is evaluated fairly

29. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker
– Measures changes in
variance over time
– Integrates D&I into
the overall feedback
experience
– Shows D&I isn’t a
one-time event

30. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker
– Measures changes in
variance over time
– Integrates D&I into
the overall feedback
experience
– Shows D&I isn’t a
one-time event
Survey as Thread

31. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker
– Measures changes in
variance over time
– Integrates D&I into
the overall feedback
experience
– Shows D&I isn’t a
one-time event
– Weave D&I in all
aspects of employee
experience
– Creates inclusive perf.
processes
– Helps your org make
inclusive products and
services
Survey as Thread

32. Thread

33. Survey as Diagnostic
Robust ApproachMaking ProgressStarting Out
– Measures overall
experience +
representation
– Links to engagement
– Signals commitment
– Allows you to begin
acting
Using surveys as a tool on your journey
Survey as Tracker
– Measures changes in
variance over time
– Integrates D&I into
the overall feedback
experience
– Shows D&I isn’t a
one-time event
Survey as Thread
– Weave D&I in all
aspects of employee
experience
– Creates inclusive perf.
processes
– Helps your org make
inclusive products and
services

34. But surveying
is NOT
enough…