How To Measure Inclusion

Sure, measuring workplace inclusion sounds super cool, but how can you look for something if you don’t even know what it is? 

Workplace inclusion means making the workplace a supportive and respectful environment that encourages all workers to contribute, collaborate, and participate. 

This means removing all kinds of barriers, discrimination, exclusionary behaviour, and intolerance in your organization to help make everyone feel included and happy in their work area.

How Do You Measure Workplace Inclusion?

We know what you’re thinking: workplace inclusion refers to one’s feelings, emotions, thoughts, and attitude towards the workforce; you can’t really measure it. Can you?

Yes, you can! Not with a thermometer that gives you a detailed report of whether they’re feeling happy and loving or racist and homophobic. Instead, different approaches can help you assess how inclusive and diverse your organization really is. Interested? Keep reading!

Realizing What Unconsciously Is Being Done

Inclusion in your workplace is an outcome of your employees’ feelings, biases, and sentiments. If you want to measure how deep in your worker’s veins inclusion runs, you have to ask the right questions

You need more than a half-hearted survey that is difficult to analyse. Instead, ask open-ended questions that ensure your workers are effectively communicating their unconscious bias/limitations. This data can easily be compared to help create a better, welcoming staff. 

Understanding That Diversity Doesn’t Mean Inclusion 

More often than not, people believe those two words are synonyms. They are not. 

A lot of times, companies are eager to create diversity reports that show demographic charts of race and gender categories. This means diversity, not inclusivity. 

In order to find whether they are inclusive, you would have to look into how people feel about different identities.   

However, if a company reviews often and forms reports without being pressured and more than once a year, chances are, they’re actually inclusive. 

Create Diversity Policies 

If your company pictures its diversity policies and defines them clearly, the chances of  arriving at  useful analytical data and reviews are higher.

 Make sure you cover all differences that will be included in your analysis like race, ethnicity, nationality, education, age, disability, sexuality, gender, faith, immigration status, and so on. 

Selecting The Appropriate Metrics 

In order to make sure your inclusivity report has an in-depth approach, you have to make sure you select the appropriate metrics. These should include:

  • Representation
  • Retention
  • Recruitment 
  • Selection
  • Promotion
  • Development
  • Pay and Extra Benefits 
  • Employee Engagement
  • Progress 

Set Targets!

An essential part of measuring inclusivity in your workplace is to set targets. According to the goal-setting theory, it’s essential that people have well-planned goals to motivate them to perform well.

If your employees know what behavioural and social change is expected of them, they’ll work harder!

Track And Analyse

Once you’ve established guidelines and accountability for them that have been taken, it’s time to ensure it’s all going well.

That’s why you need to ensure metrics are calculated more often. In addition, it’s important they’re analysed properly to figure out what works and what doesn’t.

Review And Create New Outlines

Last but not least, to ensure your organization’s inclusivity meter doesn’t fall, it’s essential you keep reviewing your metrics and data regularly. Also, keep changing your guidelines as necessary. 

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