The business case for diversity and inclusion is surely undisputed. Diverse and inclusive organizations obtain better results and show more innovation. Furthermore, this increases the appeal of the organization for the job market and gives them an edge over other organizations when competing for scarce talent.
Because of the aforementioned business case, as well as the expectation of the modern society to do the right thing, many organizations are working hard to make themselves more diverse.
However, it seems that inclusivity still gets a little bit left behind. This is unfortunate, since research shows that diversity without inclusion does not lead to the previously mentioned advantages.
For example, specific employee segments might be afraid to speak out, are not included in activities, or exit the organization almost as fast as they join, because they don’t feel like an actual part of the organization as a whole.
Therefore, it’s crucial for organizations to understand to what degree they are considered as an inclusive organization by their employees, what limitations are experienced, and which segments experience these limitations.
AnalitiQs did an extensive literature review for measuring diversity and inclusion. We also conducted interviews with diversity and inclusion experts from the profit and non-profit sector. The insights that were obtained through this process led to the development of the inclusivity model.
This model was then used to create the inclusion scan:
- An online, anonymous questionnaire that focuses on the diversity characteristics of a person, their experienced inclusion, and organizational outcomes.
- A clear infographic to ensure the outcomes can be communicated to the organization in an attractive and understandable way.
- An online dashboard that can be used to interpret the results in great detail. For example, it’s possible to make very specific groups (e.g. women between 28-34 with a bi-cultural background).
- A management report that details the major findings and provides recommendations based on statistical analyses.
The Inclusivity Scan
When an organization decides to do the inclusion scan, AnalitiQs will spar with the organization to determine which diversity and inclusion components will need to be measured.
The moment when the scope is clear and the organization has communicated towards the employees about the scan, the actual research will commence and employees will have the opportunity to participate anonymously.
The inclusion scan shows which subgroups within the organization experience inclusion challenges, where in the organization these challenges are located, and it gives actionable insights to increase inclusion, and through that also improve retention and innovation for the organization.