Over the last few years, many organisations have invested heavily in the development of robust equality and diversity strategies and policies. The objective has been to make their organisations a preferred employer in the marketplace, which attracts the best talent and values the differences that all individuals bring to the workplace. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. Jon Whiteley explains
Top tips for measurement and reporting:
1. Workforce composition
Without question, measure the increase in staff over a two- to three-year period within the following areas:
- Women in middle and senior management positions
- Total ethnic minority employees and those promoted to management
- Number of people with disabilities
- Number of employees (both male and female) working under a flexible arrangement
- Age profile of the workforce - is it concentrated in one area or is it diverse?
- Maternity return rates - how many women are returning to work?
2. Staff turnover and retention
Exit interviews must be conducted and any issues relating to unfair practice/discrimination should be referred to the diversity manager.
Comparison of turnover figures between, for example:
- Male and female staff at same grades
- Ethnic minority staff and white staff
- Full-time and part-time staff
- Staff with disabilities and non-disabled staff
Analysis of these comparative groups sometimes throws up some interesting data as to the perceptions of particular groups and their ‘perceived’ treatment within the organisation.
3. Internal staff surveys
Making sure that diversity-related questions are an integral part of the staff survey is critical to tracking staff opinion in this area. Questions should be broad to be meaningful to all staff but specific enough so that answers can be acted upon. Tracking