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Measuring the Invisible
Inclusion Is Invisible
Inclusion is like health: just as we are more likely to notice when we are sick, we are much more likely to notice inclusion when we don’t have it. In fact, inclusion itself is largely invisible.
Just as healthy people are unlikely to recognize the symptoms of a disease, or know how to cure it, those who enjoy the greatest levels of inclusion are least likely to recognize the symptoms of exclusion, or know how to fix them.
Unfortunately, in most organizations it is the leaders who enjoy the greatest levels of inclusion, which means that leaders are often the least able to recognize problems with inclusion in their own organizations or know how to fix them. This is why it is so hard to gain full support from the leadership, a critical ingredient for DEI initiatives to succeed, and why it is so important to make the invisible visible to them.
Extending the health analogy, imagine you did not feel well and went to see a doctor, and they only asked “on a scale of 1 to 10, how do you feel?” Asking your employees whether they feel included or feel that they belong is just as useless.
To assess your health, doctors ask you to describe specific symptoms, so they can identify diseases and find cures. Similarly, we ask your employees to share specific workplace experiences that have interfered with their ability to do their jobs, and we cluster them into a set of Categories of Inclusion that represent the range of workplace experiences that influence satisfaction (and the sense of inclusion and belonging).
And just as doctors ask about possible causes of your symptoms, we also ask about the source of the experience: “Was it because of a company policy? Was is something you manager did (or didn’t do)? Was it an interaction with a customer?
Measuring the Invisible
The combination of qualitative data (the experience descriptions) and quantitative data (the categories and sources) pinpoints exactly where the problems are, why they are happening, who they are impacting, and exactly what you need to do to improve your “inclusion health.”
Our platform for Measuring Inclusion
Our proprietary Measuring Inclusion platform includes an intuitive, simple interface that encourages your team members to share specific experiences anonymously, and to provide simple data about the Categories and Sources that most closely fit the experience.
To encourage candid responses we emphasize privacy and confidentiality. Participants have the option to mark any single experience as “OK to share”, and we encourage everyone to provide shareable examples so that their leadership will finally see the invisible, and understand what needs to be done to increase the “inclusion health” of the entire organization.
Once we have collected all the data, our data scientists leverage state-of-the-art analytics and advanced algorithms to extract amazing information that tells you exactly what is happening, why it is happening, who is being impacted, and how much money it is costing you through a combination of productivity loss and increased attrition (learn more about our Inclusion Impact Calculator ).
We recently launched the Inclusion Navigator, a multi-dashboard platform where you can get an instant shapshot of the current state of affairs, or drill down in many different ways to find out exactly what you can do, and how much money you can save.
Making the invisible visible
Demographic & Identity Data
Beyond specific experiences of exclusion, each employee has the opportunity to anonymously share information relating to their identity, their sense of satisfaction, their role and more. Any or all questions can be skipped, and participants can choose to type in their own definitions if none of the defaults are adequate. This data, when linked to the experiences shared, enables us to determine if there are groups within an organization that are having a different experience when compared to others.
confidentiality is key
Creating a sense of trust and safety is core to our process, and we prioritize anonymity at every step. All information is completely untraceable and anonymous. We never provide raw data to the organization and only surface insights that can’t be linked back to an individual.
Get started with your Journey to Inclusion
Once you embark on your Journey to Inclusion you will understand why so many organizations have worked with us to measure inclusion… and why so many come back and make Measuring Inclusion a core part of their strategy to become a more successful, more inclusive, and more diverse organization.