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The Four Maturity Stages of Diversity and Inclusion Programs

Join us as we detail the four different stages of maturity — undeveloped, beginning, intermediate and advanced/vanguard — that maps to each company’s diversity program.

Join us to identify the stage of your organization and gain a deeper understanding of the following:

What do the four stages of the maturity development mean to an organization?
The primary goals of each maturity stage and how those change over time.
How to foresee challenges in a diversity function and develop plans to overcome them.
How measurement techniques can help support communication and ROI calculations.

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The Four Maturity Stages of Diversity and Inclusion Programs

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  7. 7. #WFwebinar         Lauren  Dixon   Associate  Editor   Workforce  magazine   The Four Maturity Stages of Diversity and Inclusion Programs
  8. 8. #WFwebinar         Alex  Gonzalez       Product  Manager   PeopleFluent   The Four Maturity Stages of Diversity and Inclusion Programs Roy  Zambonino       Senior  Solu>ons  Consultant   PeopleFluent  
  9. 9. ©  PeopleFluent  2015   The  Four  Maturity  Stages  of  a   Diversity  Program   Roy  Zambonino,  Sr.  Solu1ons  Consultant Alex  Gonzalez,  Director,  Product  Management
  10. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 34      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         What  do  I  track?  
  35. 35. 35      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         What  do  I  track?   Cont’d  
  36. 36. 36      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         To  Who  and  How  are  Metrics  Reported?  
  37. 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. 38      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         Effec6vely  Manage  Diversity  Metrics    
  39. 39. 39      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         Effec6vely  Manage  Diversity  Metrics    
  40. 40. 40      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         How  do  you  show  business  impact?    
  41. 41. 41      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         How  do  you  show  business  impact?   Cont’d    
  42. 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. 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. 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. 45      ©  2015  PeopleFluent  |  Confiden>al                                                                                                                                    Four  Maturity  Stages  of  Diversity  Program|  November  2015         Q&A  
  46. 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  educa/onal  and  informa/onal  purposes  only.  It  does   not  cons/tute  legal  advice  or  legal  opinions.  PeopleFluent  makes  no  claims,  promises  or  guarantees  about  the   accuracy,  completeness  or  adequacy  of  the  informa/on  contained  herein.  Nothing  that  is  provided  in  this  presenta/on   should  be  used  as  a  subs/tute  for  the  advice  of  legal  counsel.    
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