This research identified seven key dimensions of inclusion: fair treatment, integrating differences, decision-making, psychological safety, trust, belonging, and diversity. Gartner set out to address this challenge by building a model of inclusion based on qualitative interviews with more than 30 DEI executives and an extensive review of the academic literature and existing indices. The challenge, however, is in first establishing the right metrics and then asking the right questions. ![]() Many organizations are still navigating a relatively new hybrid work environment as well.Įmployee feedback is also the most useful data source for measuring inclusion, especially when leaders can use a “pulse,” a quick survey, to check in with employees without adding to distractions. As employees react to disruptions at work, at home, and in the world around them, feelings and opinions can change faster than an annual engagement survey can detect. ![]() In today’s uncertain and rapidly changing work environment, employee feedback is an important input to any talent decision. Capturing Employee Perceptions of Inclusion New Gartner research outlines how to put numbers to the concept, what meaningful action looks like from leaders, and potential pitfalls to avoid in the process. To effectively track inclusion, organizations must measure employee sentiment with a considered definition of inclusion, ensuring the organization can act fast on the results. This shortcoming has obstructed efforts to develop a unified and coherent metric that tracks overall DEI progress over time. But although organizations have found ways to successfully measure and track diversity, they haven’t been able to do the same for inclusion. Most leaders understand that it is inclusion that unlocks the potential in a diverse workforce. Even once you have that demographic information, it’s hard to know what mark you’re trying to hit: What does “good” look like, in terms of representation?īut inclusion, and a work environment where all people feel respected, accepted, supported and valued, allowing all employees to fully participate in decision-making processes and development opportunities within an organization, is even more of a challenge to measure. ![]() While a recent Gartner survey reveals DEI leaders indicated that “setting goals and tracking DEI progress through metrics” was one of their two top priorities for 2021, measuring workforce representation is a challenge unto itself, particularly for global organizations that need to manage self-identification and define their underrepresented talent segments across geographies. ![]() Gartner analysis reveals an almost 800% increase in job postings for dedicated diversity recruiters. According to Gartner research, the number of HR leaders identifying DEI efforts as a top priority was 1.8 times higher in 2020 than in 2019. More than 1,600 CEOs have signed onto the CEO Action for Diversity & Inclusion Pledge, and 40% of companies discussed diversity and inclusion in their Q2 2020 earnings calls versus only 4% the same quarter a year prior. Unfortunately, many organizations still struggle to measure the impact of their strategies and communicate that impact to a growing number of stakeholders. There’s no doubt that in 2021 and beyond, companies will continue to devote more attention and resources to advancing diversity, equity, and inclusion (DEI).
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