Sometimes culture problems are rooted in subjective perceptions—or misconceptions. Natasha talked about what companies do well, what they overlook, and how they should communicate about disabilities in the workplace. Disabled employees can offer rare perspective into what matters to disabled customers and other consumers. Make sure that you understand what to base your targets on, regardless if you want to be on par or better than average. Here’s what each means at the most basic level. For example, if there is an inner circle at your organization made up … Asking about race, gender, and sexual orientation in your surveys can feel personal and invasive, but respondents are rarely put off by them. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. Make sure to emphasize the severity of sexual harassment when talking to the subject of the complaint. People who didn’t go to a certain school or look a certain way are less likely to have access to advisors who can help them. What do you need in order to create an ERG? A few straightforward changes can make a big impact. Create a physical space that appeals to a diverse community. Healthier employees are better set up for success and more likely to infuse confidence and positivity into your culture. From there, we’ll drill down into the specific areas where companies tend to struggle. The survey also helps you understand what type of giving makes the most sense to your people (donations, volunteer activities, etc.) Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. The smallest sample size may be 1 km^ and the largest may be the entire region or country. Even the most diverse companies can’t be successful without inclusion. We measure what matters to us. Therefore, we recommend you start by making sure that you have a somewhat diverse workforce before spending resources on measuring inclusion. Finally, internal trainings or meetups where employees can learn and talk safely about mental health at work lead to a more open culture around mental health challenges. Thirty-eight percent of the 12,543 working Americans we surveyed in 2018 said that it’s a high priority for their company, for business reasons and more importantly, for ethical ones. Sampling is a good strategy for quick insights and general indications about your company culture, not a comprehensive understanding. This guide includes a lot of survey templates—because diversity and inclusion is layered and multifaceted. It might sound silly but one thing I always ask clients is how do you measure success? The time people spend at work is an unmatched chance for change that helps an employer’s culture and bottom line. Diversity numbers tell you the overall makeup of your population, and which groups are underrepresented. First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. Belonging is one of the hardest parts of inclusion to influence. Despite their ubiquity, mental health stigma is especially prevalent in the workplace where it remains a taboo topic. But unfortunately, these good intentions aren’t translating into employees’ real experiences. If you aren’t sure about your employees, put out feelers to see if you have people who fit the bill. 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