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A Fresh and Objective Assessment of Workforce Diversity

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A Fresh and Objective Assessment of Workforce Diversity

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Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.

However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.

This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.

What will seminar participants learn from this seminar? Seminar participants will:

a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.

Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.

However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.

This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.

What will seminar participants learn from this seminar? Seminar participants will:

a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.

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A Fresh and Objective Assessment of Workforce Diversity

  1. 1. A Fresh and Objective Assessment of Workforce Diversity A Qualitative and Quantitative Approach to the Diversity Assessment Seminar 1506 Presenter: Jem Pagán
  2. 2. This seminar will provide insights on analytics-based assessments of workforce diversity and guide organizations on how analytics can provide a new ‘system of record’ for workforce diversity measurements and assessments. Seminar participants will explore: 1. How analytics can provide a ‘single source of truth’ for workforce diversity metrics and assessments 2. How workforce analytics can provide a conduit to organizational transformation 3. How workforce diversity analytics will support the adoption of diversity as a value-driven business strategy Seminar Overview
  3. 3.  Diversity is often viewed as a subset of the organizational workforce and is often assessed and managed as an initiative  The Qualitative and Quantitative assessment of diversity can be assessed through workforce  Diversity initiatives are for the most part a voluntary practice on the part of organizations and varies in practice and definition  There is no consensus on how to measure diversity and how it should be defined beyond an ‘inclusion and workforce differentiator’  Diversity continues to rest on ‘Perceived Value’ due to the ambiguity and the vast pool of workforce definitions 3 Qualitative Assessment of Diversity
  4. 4.  Diversity is often viewed as a subset of the organizational workforce and is often assessed and managed as an initiative  Diversity initiatives are for the most part a voluntary practice on the part of organizations and varies in practice and definition  There is no consensus on how to measure diversity and how it should be defined beyond an ‘inclusion and workforce differentiator’  Diversity continues to rest on ‘Perceived Value’ due to the ambiguity and the vast pool of workforce definitions  Diversity goes beyond the inclusion of historically disenfranchised members of our society to also include ‘Respecting and valuing’ the differences present within our workforce – Qualitatively  Assimilation – What are the cultural, religious and orientation sacrifices necessary to obtain inclusion through assimilation?  Can Qualitative Assessments of diversity based on the level of assimilation alter the qualitative assessment of Diversity? 4 Qualitative Assessment of Diversity
  5. 5. 2.5x Revenue Growth Improving Company Culture Works +300% Stock Performance 5
  6. 6. However… Employees Are 55 % Dissatisfied 87% Disengaged or Indifferent 6 (Source: Gallup) and 81% of tech workers are not satisfied with their jobs
  7. 7. Integrating Qualitative and Quantitative Measurement of Diversity 1. Engage with Employees Engaging and personable artificial intelligence, interacts with employees, remembers conversations, and is viewed as part of their team 2. Listen Continuously Frequent check-ins with employees provide real- time insights and sentiment, derived from questions about morale, relationships and more 3. Manage Employee Experience The AI answers employee’s questions on company topics, such as benefits, to improve productivity, employee satisfaction and retention Companies require real-time method to measure and improve company culture Introducing Bot Technology into the HR practice 7 Moving beyond organizational surveys to real-time systems of feedback
  8. 8. Can I Trust an Analytics HR Feedback System?  What is the benefit of interacting with an (AI) HR Representative?  There are times when employees want to provide feedback, but are concerned about giving feedback face-to-face. Organizations want to provide a trusted way for employees to provide confidential feedback. An (AI) system can communicate with employees directly while keeping their responses confidential  Should managers see my responses?  All responses should be collected and stored confidentially. The company policy of privacy will mandate confidentiality for individual responses and as a practice should not see data in group sizes smaller than 5 people  Will the AI take the place of being able to talk to a human being in HR?  No! Organizations value time with each individual employee. AI will help facilitate decisions the companies make to ensure they are providing a good working environment for everyone at the company.  Will the AI take my job?  This AI is specifically programed to do one job that pertains to improving the employee experience. So, no, the AI will not take your job  How can I trust this AI? 8
  9. 9. 1. Confidential All employee answers and responses to the AI are kept confidential 2. Transparency Employees will see the same data and reports that companies and leaders see 3. Action-oriented Clear and concise analysis means companies and leaders can take action on the valuable feedback employees provide 9 Building Trust with Employees
  10. 10. How It Works: Interact With Employees 10 AI interacts with employees1 Real-time pulse on employee morale and engagement • Conversational artificial intelligence communicates one-on- one with employees • AI increases response rates through interactions • AI Asks employees questions on a schedule set by you • AI maintains anonymity, so employees can provide honest responses and feedback
  11. 11. How It Works: Continuous Listening 11 2 • Establish baseline metrics from data that the AI collects • Analyze metrics to help employees understand where to focus their efforts • Compare employee results with benchmarks metrics • Reveal answers to questions you aren’t asking, based on feedback and sentiment analysis Superior insights based on rich data set AI collects rich data from interactions
  12. 12. How It Works: Detailed Analysis 12 3 • The ability to Drill down into each culture principal to see trends • Evaluate open feedback that the AI collects to further understand your team’s well-being and needs • Review sentiment analysis • Find matching trends and feedback, or • Use the AI to send your own questions to dig in deeper Take action based on results & metrics Create Your Own Questions Morale
  13. 13. How It Works: Feedback & Sentiment Analysis 13
  14. 14. How It Works: Employee Q&A 14 4 • Upload your key company documents (diversity, policies, handbook, benefits, etc.) • The AI engine reads and parses the documents • Employees asks the AI their important questions • Employees win: real-time answers to their questions • Company wins: higher productivity, retention and employee satisfaction Employee Concierge AI Employee to AI Q&A Upload Documents
  15. 15. Better Data Quality Better Insights AI Traditional AI Traditional • Consistent data collection from conversational AI • Ongoing conversations enable constant data capture, creating massive, unique and actionable data set • Data capture becomes more targeted as the AI becomes smarter about each employee • Annual surveys return snapshot at one point in time • Employee surveys can lead to survey fatigue • Employee’s comments can be difficult to analyze in aggregate • Standard metrics from data • Analyze metrics to help leadership understand where to focus their efforts • Reveal answers to questions you aren’t asking, based on sentiment analysis vs self-reporting • Standard metrics and analysis • Detailed statistical analysis of results Immediate Impact Maximize Employee Engagement AI Traditional AI Traditional • Immediate/real-time results • Supports aggregated top down company-wide changes • Personalized interventions for maximum and immediate impact • Offer tips and suggestions conversationally, boosting employee empowerment • 2-6 months to complete an annual engagement survey cycle • One-time set of action items from annual survey • Supports top down changes only rarely achieve intended impact due to aggregated data • 1-on-1 communication • Provide specific and unique communication to each individual • Variety: AI produces tailored communication connecting to each and every employee at a personal level • Standardized format • One communication to all employees Digital Transformation 15 Qualitative Assessment Quantitative Assessment Diversity Measured in the Assimilated Culture Diversity Inclusion as a Measured Outcome
  16. 16. CASE STUDY Solution: Organizational Culture Serving more than 8,000 clients globally, The Predictive Index (“PI”) is a simple methodology that allows businesses to understand what drives their people so they can take them where they want to go. Business Goals: • Measure organizational culture on a real-time basis: Inclusion • Improve feedback loop with employees, to ensure the company responds quickly to challenges in the organization Results (example): • Company X measured a massive drop in morale over a 2-week period and identify the root cause – communication challenges. Quickly addressed the issues, collaborated with employees, resulting in a rapid return to normal morale levels • Company X conducted an annual engagement survey, resulting in measures virtually identical with the AI system, validating its real-time approach
  17. 17. Special Thanks to Zeal Technology for their support of this Use Case Presentation and commitment to Diversity initiatives: Mark Somol mark@zeal.technology 617.686.7737 http://zeal.technology/ @zealculture Please Note: To continue support for the Women of Color STEM Conference, please mention this conference when contacting Zeal Technology for special considerations on future research presentations.

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