In 2020, you might consider hiring people with a criminal record to meet the talent shortage. Diversity and inclusion metrics are used to identify risk areas, prioritise initiatives, set targets and other program goals, assign accountability, and measure the impact of initiatives. Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. With valuable inputs from Charu Sharma of NextPlay.ai, we simplify this conversation with insights into: Three diversity metrics you should be keeping an eye on By doing this, they can realign their business and people practices to build an inclusive and nurturing work environment for all their employees. Here are our five predictions: For a long time, diversity was looked at as a mere compliance requirement, necessitating a specific ethical stance from corporates. The dictionary recognized how “they” can refer to a single person whose gender identity is non-binary. 2 Summary & Key Findings Over the fall of 2020, we collected data on ESG & incentives from the Fortune 200. Chiradeep is a content marketing professional with 8 Years+ experience in corporate communications, marketing content, brand management, and advertising. We know there’s always more to do, but by recognizing these statistics, we can evaluate our progress … Refinitiv announces the 2020 D&I index top 100 most diverse & inclusive organizations globally. All Lists; Video. We have made significant progress in the right direction over the last decade, but it’s now time to accelerate this momentum. Diversity and inclusion (D&I) stretches across the whole organization, so D&I success metrics should too. September 23, 2020 by Heather Barbour in Diversity and Inclusion. Global Diversity & Inclusion Benchmarks (GDIB) are the standards for organizations around the World. Finally, tools such as Applied and Headstart help to hire for talent without bias. �*]�`�gGZZ�ST�^��1�[z�xEZ��$�Mu+αjA�@�f>d�d�����ь�f�Qd�-j�)�C�5�DY�P��"ZV�o�–EY�T�eoaxG큼�y�ot��f�C�"2)m��:Q��C*��.�>�N8oZ�� y������G���L̫6"��[��r�͜묵Xs��eh���Dz68]�>�n����6Ēm�؅Y4ӭy�^"��� We are committed to diversity, inclusion and being an Employer of Choice. Learn More: Gender Inequality in the Workplace Is Becoming Hard to Ignore. Unfortunately, such claims are intangible and many companies don’t openly validate their efforts toward diversity. ContinueSkip. Male allies programs can give your workforce the advocacy it needs to gain recognition, regardless of gender or sexual orientation. }�@Y�2�>���t�6�lĄ�%[&hy24�H2���h��2�M���fH��ڀ�.�=*��T �;Z��!x�����Ue(��1��SLi����j=7�)�M���Z �x���Q��x�De���+����8l�xv����0M�,�����?�4w����g���$��� Our executive team regularly reviews a diversity metrics dashboard to implement initiatives that drive recruitment, retention, internal mobility and advancement. For example, some job applications in the U.S. have a box to be checked if the candidate has a criminal record. endobj The challenge lies in translating a nod of the head to the value of diversity and inclusion … Subscribe to the HR Technologist Weekly Newsletter. But despite making incremental progress, the state of diversity and inclusion is far from optimal. Which diversity and inclusion trend do you think will make the biggest difference in 2020? Diversity is a many-layered metric, encompassing workforce composition, compensation levels, and hiring trends. Diversity vs. %PDF-1.7 U^��EL�WtH���n��cL(؟�`'��4����+y|������ƣ�P(�����b��ϸe������q�!�4�̭I��a 2�V�k2. The company will now pay $6 million – distributed among aggrieved individuals, sending a clear message to employers across the country. people with disabilities, ethnic minorities, people from the LGBTQ+ community), you’re doing a great job in boosting diversity in your The world has changed, and the workplace has become more inclusive over time. Our current socio-political climate has shined a glaring light on the necessity for large scale change across organizations of any size when it comes to equity, diversity and inclusion (EDI). 2020 is the year that such prejudices give way to greater inclusivity in the workplace. It’s not by chance that when we talk about diverse teams and diverse workplaces, we, ultimately, mention diversity and inclusion (D&I). Taking stock of what actually went right in 2020 is quite the flex. Lists. Inclusion: why they’re not the same. f�Pwh������lb�X��\��k'SMU�K3K�����8q�t�`�u!5�@������r!͹ But the pace of inclusion is slow to reach an equitable work climate anytime soon. Second, it will foster a sense of inclusion among the entire workforce by avoiding the use of genderized terminology. 2 0 obj Learn More: #RespondTo #MeToo – The Simple Solution Every Employer Needs. Several sectors are notorious for being biased against particular groups. There’s been a marginal drop from 73.4% in 2018 to 72.3% this year — but this is far from a fast-evolving diverse and inclusive organization. It’s common to find mission statements that “commit to” or claim to “make best efforts towards” keeping up with diversity and inclusion. Diversity and inclusion include company’s mission, efforts and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage.. B��/y"9'�l� ObUi�\2���LW��>�㕾-�+J��1w_���5�����ؑ��0M8ٺF>X. There’s growing recognition of how critical diversity and inclusion is to business performance. 4 0 obj Inclusion: why they’re not the same. <>/ExtGState<>/XObject<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/Annots[ 14 0 R] /MediaBox[ 0 0 595.32 841.92] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> We believe inclusion changes the game for all of us.