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Asked
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Lauren
Dixon
Associate
Editor
Workforce
magazine
The Four Maturity Stages of
Diversity and Inclusion Programs
8. #WFwebinar
Alex
Gonzalez
Product
Manager
PeopleFluent
The Four Maturity Stages of
Diversity and Inclusion Programs
Roy
Zambonino
Senior
Solu>ons
Consultant
PeopleFluent
9. ©
PeopleFluent
2015
The
Four
Maturity
Stages
of
a
Diversity
Program
Roy Zambonino, Sr. Solu1ons Consultant
Alex Gonzalez, Director, Product Management
10. 10
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Agenda
• Defini>on
of
each
stage
• Primary
goals
of
each
stage
and
how
those
change
over
>me
• How
challenges
develop
and
can
be
overcome
• How
measurement
techniques
can
help
support
communica>on
and
ROI
calcula>ons
11. 11
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Quick
Summary
of
Survey
Setup
and
Parameters
• May
2015
(survey
date)
• 420
respondents
• 24%
have
an
advanced
diversity
func>on
• 23%
have
an
undeveloped
diversity
func>on
12. 12
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
• Challenges
are
consistent
across
organiza>ons
• HR
is
oWen
responsible
for
D&I
ini>a>ves
• Vendor
usage
depends
on
D&I
maturity
• Measurement
is
key
to
a
successful
diversity
strategy
• Effec>ve
organiza>ons
track
more,
measure
more
and
reward
more
Key
Findings
of
Survey
13. 13
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
• D&I
strategic
goals
must
align
with
organiza>on
outcomes
» Crea>ng
an
inclusive
company
culture
(74%)
» Increasing
employee
engagement
(64%)
» Helping
the
company
become
an
employer
of
choice
(61%)
• Iden>fy
challenges
to
your
D&I
plan
» Lack
of
budget
» Difficulty
working
cross
-‐func>onally
» Lack
of
accepted
benchmarks
for
D&I
(difficulty
in
iden>fying)
» Alignment
of
benchmarks
by
industry
Where
do
we
begin?
14. 14
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
1
2
3
4
5
Beginning
Advanced
Undeveloped
Intermediate
Vanguard
Maturity
Stages
of
a
Diversity
Program
One
Year
3
years
10+
Years
Coun6ng
together
15. 15
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
1:
Undeveloped
Entirely unfamiliar with progress monitoring and program measurement
and not able to connect D&I to overall organizational goals
• Do not know what to measure and do not have measurement expertise available Has
not crafted a strategic measurement plan
• Is not tracking basic workforce diversity metrics – gender, ethnicity
• Is not tracking ancillary workforce diversity metrics - veterans, disability status, LGBT
• May not be analyzing legal and compliance risk or may have been doing it for years
23%
77%
D&I
Market
Undeveloped
All
others
Less
than
1,000
employees
(51%)
10,000+
employees
(18%)
Program
is
less
than
a
year
old
(73%)
Located
in
one
country
(40%)
or
located
in
one
country
with
mul>ple
loca>ons
(26%)
16. 16
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Undeveloped
Cont’d
• Not connected to business outcomes (Note: as D&I programs mature, this remains a
key challenge)
• Does not define desired results
• Does not analyze the impact of D&I investments
• Does not identify areas for improvement/opportunity
• Does not create strategic D&I programs/campaigns
Top
5
Goals
1. Reducing
legal
risk
2. Ensuring
compliance
3. Increasing
employee
engagement
4. Creating
an
inclusive
company
culture
5. Helping
organiza>on
become
an
employer
of
choice
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Leadership
buy-‐in
3. Lack
of
budget
4. Lack
of
accepted
benchmarks
5. Difficulty
communica>ng
goals
17. 17
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
2:
Beginning
23%
77%
D&I
Market
Undeveloped
All
others
Less
than
1,000
employees
(43%)
10,000+
employees
(21%)
Located
in
one
country
(30%)
or
located
in
one
country
with
mul>ple
loca>ons
(38%)
Program
is
one
to
three
years
old
(48%)
Slightly more involved in how and what they measure for D&I compared to the
“Undeveloped” group
• Making some progress toward measuring impact of D&I, though some don’t know why/
what to measure
• Typically do not have measurement expertise available, some have in-house
measurement expertise
• Has not crafted a strategic measurement plan, though some may have begun the
process
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity
• Is not tracking ancillary workforce diversity metrics - veterans, disability status, LGBT,
though some have begun this process
18. 18
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Beginning
Cont’d
• Tracking of legal and compliance risk varies with the majority having done it for years, some not
doing it at all, and others just beginning
• Not connected to business outcomes (Note: as D&I programs mature, this remains a key challenge)
• Does not define desired results, though a notable portion may have begun this process
• Does not analyze the impact of D&I investments, though a notable portion may have begun this
process
• Has started to identify areas for improvement/opportunity
• Has started to create strategic D&I programs/campaigns, though a large portion still do not do this
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Fostering
Collabora>on
in
the
workplace
5. Ensuring
compliance
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Difficulty
working
across
func>ons
to
achieve
goals
3. Lack
of
budget
4. Difficulty
aligning
on
steps
to
aiain
goals
5. Lack
of
accepted
benchmarks
19. 19
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Strategic
Ac6vity
Management
• Enable
greater
collabora>on
by
allowing
managers
to
access
and
document
relevant
informa>on
on
their
own
• Easily
enter
and
record
internal
and
external
outreach
Efforts
by
establishment
• Quickly
check
on
levels
of
outreach
ac>vity
with
yellow,
green,
or
red
indicators
• Convenient
alerts
when
ac>vi>es
are
coming
up
or
past
due
• Load
any
documents
or
files
that
are
proof
or
ar>facts
suppor>ng
your
outreach
• Maintain
unlimited
number
of
years
worth
of
informa>on
• Quickly
export
your
outreach
documenta>on
to
a
PDF
file
for
quick
audit
prepara>on
• Accommoda>ons
tracker
• Single
Sign
On
• Audit
Tracking
Collabora6on
Across
the
Organiza6on
20. 20
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
3:
Intermediate
30%
70%
D&I
Market
Beginning
All
others
10,000+
employees
(38%)
Less
than
1,000
employees
(27%)
Program
is
one
to
three
years
old
(36%)*
Have developed a “medium” confident level with measurement and clearly
see the importance of data.
• Making some progress toward measuring impact of D&I, and only a small group
is still having trouble with this issue
• Equally likely to not have measurement expertise available or to have in-house
measurement expertise
• Have begun to craft a strategic measurement plan, though a notable portion still
does not do this
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity
Located
in
one
country
with
mul>ple
loca>ons
(38%)
or
Located
in
one
country
(30%)
21. 21
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Intermediate
Cont’d
• Still working on tracking ancillary workforce diversity metrics - veterans, disability status,
LGBT with the majority having done it for years, some still beginning this process, and
the same amount still not doing this
• Most are tracking legal and compliance risk, with a smaller group just getting started
• Most are still not connected to business outcomes though a smaller group is just getting
started, and some have even doing this for the past year
• Has begun to define desired results with some even doing it for the past year, though a
notable portion is still not doing this
• Does not analyze the impact of D&I investments, though a notable portion may have
begun this process
• Has either started to identify areas for improvement/opportunity, been doing this for a
year or been doing this for years
• Has started to create strategic D&I programs/campaigns, and a large portion has been
doing this for the past year with even more doing it for years
22. 22
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Intermediate
Cont’d
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Fostering
Collabora>on
in
the
workplace
5. Ensuring
compliance
Top
5
Challenges
1. Lack
of
resources
–
skill/
capabili>es
2. Difficulty
working
across
func>ons
to
achieve
goals
3. Lack
of
budget
4. Difficulty
aligning
on
steps
to
aiain
goals
5. Lack
of
accepted
benchmarks
23. 23
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Stage
4
&
5:
Advanced/Vanguard
24%
76%
D&I
Market
Beginning
All
others
10,000+
employees
(37%)
Less
than
1,000
employees
(33%)
Located
in
one
country
with
mul>ple
loca>ons
(36%)
or
Located
in
one
country
(31%)
Program
is
more
than
10
years
old
(48%)
Slightly ahead of the curve in D&I measurement, though they still have work to do.
• Making some progress toward measuring impact of D&I (49%), with a small group
ahead of the strategic measurement curve (24%)
• Most have measurement expertise in-house (64%)
• Have been crafting a strategic measurement plan for years (47%)
• Has been tracking basic workforce diversity metrics for years – gender, ethnicity (75%)
• Has been tracking ancillary workforce diversity metrics - veterans, disability status,
LGBT for years (52%)
24. 24
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Advanced/Vanguard
Cont’d
• Most have been are tracking legal and compliance risk for years (60%)
• Most likely to be able to connect D&I investments to business outcomes
(34%), though some still do this at all (27%), and others have only been
doing it for the past years (22%)
• Has begun to define desired results (41%) with some even doing it for the
past year (15%), though a notable portion is still not doing this (35%)
• Still having trouble with defining desired results of D&I investments, as only
a little more than a third have been doing this for years (37%), and a large
portion still not doing this at all (24%)
• Has started to identify areas for improvement/opportunity (56%)
• Has started to create strategic D&I programs/campaigns (48%)
25. 25
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Top
5
Challenges
1. Difficulty
working
across
func>ons
to
achieve
goals
2. Difficulty
demonstra>ng
impact
of
previous
efforts
3. Lack
of
accepted
benchmarks
4. Difficulty
collec>ng
data
from
employees
5. Lack
of
budget
6. Difficulty
aligning
on
steps
to
aiain
goals
Top
5
Goals
1. Crea>ng
an
inclusive
company
culture
2. Increasing
employee
engagement
3. Helping
organiza>on
become
an
employer
of
choice
4. Ensuring
compliance
5. Fostering
Collabora>on
in
the
workplace
6. Fostering
Innova>on
Advanced/Vanguard
Cont’d
26. 26
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
#
At
what
stage
of
development
is
the
diversity
and
inclusion
func6on
within
your
organiza6on?
1
2
3
4
Undeveloped
Beginning
Intermediate
Advanced/Vanguard
Polling
Ques6on
#1
5 No
D&I
Func>on
27. 27
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
long
has
diversity
and
inclusion
been
a
focus
for
your
organiza6on?
21%
28%
19%
12%
20%
Age
of
Diversity
Program
Less
than
1
year
1-‐3
years
4-‐7
years
7-‐10
years
10
years
+
28. 28
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
73.58%
64.20%
60.51%
51.42%
51.14%
CREATING
AN
INCLUSIVE
COMPANY
CULTURE
INCREASING
EMPLOYEE
ENGAGEMENT
BECOMING
AN
EMPLOYER
OF
CHOICE
FOSTERING
COLLABORATION
IN
THE
WORKPLACE
ENSURING
COMPLIANCE
WITH
LABOR
POLICIES/
REGULATIONS
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Strategic
Goals
of
D&I
-‐
Top
5
(All
Maturity
Stages)
29. 29
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
41.79%
40.92%
39.19%
38.90%
35.73%
LACK
OF
ACCEPTED
BENCHMARKS
FOR
D&I
LACK
OF
BUDGET
DIFFICULTY
DEMONSTRATING
IMPACT
OF
PREVIOUS
EFFORTS
LACK
OF
RESOURCES
(SKILLS/CAPABILITIES)
DIFFICULTY
ALIGNING
ON
STEPS
TO
ATTAIN
GOALS
32.00%
34.00%
36.00%
38.00%
40.00%
42.00%
44.00%
Challenges
in
Accomplishing
Goals
Top
5
(All
Maturity
Stages)
30. 30
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
are
the
Barriers
to
Increasing
the
Effec6veness
of
Strategic
Diversity
in
Your
Organiza6on?
31. 31
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
are
the
Barriers
to
Increasing
the
Effec6veness
of
Strategic
Diversity
in
Your
Organiza6on?
32. 32
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
#
How
does
your
organiza6on
track
workforce
demographics?
1
2
3
4
Integrated
HR
system
Specialized
talent
management
soWware
Manual
process
We
do
not
track
workforce
demographics
Polling
Ques6on
#2
33. 33
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
track
your
workforce
demographics?
65%
12%
14%
9%
Tracking
Workforce
Demographics
Integrated
HR
system
Specialized
TM
soWware
Manual
Process
We
do
not
track
workforce
demographics
34. 34
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
do
I
track?
35. 35
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
What
do
I
track?
Cont’d
36. 36
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
To
Who
and
How
are
Metrics
Reported?
37. 37
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
To
Who
and
How
are
Metrics
Reported?
Cont’d
38. 38
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Effec6vely
Manage
Diversity
Metrics
39. 39
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Effec6vely
Manage
Diversity
Metrics
40. 40
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
show
business
impact?
41. 41
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
How
do
you
show
business
impact?
Cont’d
42. 42
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Can
I
really
create
culture
change
with
D&I?
Undeveloped
Beginning
43. 43
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Can
I
really
create
culture
change
with
D&I?
Cont’d
Intermediate
Advanced/Vanguard
44. 44
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Does
your
organiza6on
offer
incen6ves
for
managers/
execu6ves/department
heads
to
meet
diversity
and
inclusion
goals?
1. Increased
opera>onal
budgets
and
talent/merit
bonus
2. Part
of
monetary
bonus
program
–
when
goals
are
reached
3. Educa>on
and
other
4. Recogni>on
awards
5. It
is
part
of
their
scorecard
for
annual
evalua>on.
6. Goal
aiainment
on
diversity
recruitment/reten>on
metrics
is
>ed
to
execu>ve
compensa>on
incen>ve
bonuses
7. Part
of
performance
evalua>on
8. Crea>ve
control
45. 45
©
2015
PeopleFluent
|
Confiden>al
Four
Maturity
Stages
of
Diversity
Program|
November
2015
Q&A
46. TM
©
2015
PeopleFluent
|
Confiden>al
Thank
You
Find
PeopleFluent
on…
Twiger:
twiier.com/peoplefluent
LinkedIn:
linkedin.com/company/peoplefluent
Facebook:
facebook.com/peoplefluent
Blog:
peoplefluent.com/resources/peoplefluent-‐blog
Roy
Zambonino,
Sr.
Solu6ons
Consultant
roy.zambonino@peoplefluent.com
Alex
Gonzalez,
Director,
Product
Management
alex.gonzalez@peoplefluent.com
DISCLAIMER:
The
informa/on
provided
in
this
presenta/on
is
for
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