Workforce Inclusion Metrics

What does it actually mean to be a disability-inclusive workplace? It’s more than ramps and captions. It looks like this: 1) A simple, well-publicized accommodations process that starts with the job application 2) Annual voluntary self-ID campaigns, with a clear explanation of why data matters 3) A disability-focused ERG that has a direct line to leadership 4) Accessibility baked into tools, communications, procurement, culture, and training, not just products 5) Regular audits of digital systems, not just once and done 6) Including disability in DEI metrics, goals, and accountability structures 7) Normalizing flexibility without forcing disclosure 8) Improving accessibility for everyone, even your competitors. This can look like contributing accessibility improvements back into the open source, or participating in W3C accessibility initiatives. If you're missing most of these, your organization is not inclusive. If your organization persists in claiming inclusion despite missing most of these, that's a sign of performative inclusion. Inclusion means actions, not words. Start by figuring out where you are. Then do the work. #Disability #Inclusion #DEI #IDEA #DEIA

Some inclusion metrics don’t actually measure inclusion 🙃 I’ve seen companies proudly report: 🏆 Number of disability awareness events 🏆 % of employees who took unconscious bias training 🏆 Accessibility policy in place Important? Yes. But here’s the truth: 💡 Having a policy ≠ people feeling safe to ask for accommodations 💡 Training ≠ disabled team members feeling seen or heard 💡 Events ≠ a culture where difference is valued If your metrics stop at checkboxes, you’ll miss the real story. So how do you track inclusion that actually matters? Ask the deeper questions: ✅ Do disabled employees feel like they can speak up without fear? ✅ Are adjustments made quickly, not just eventually? ✅ Are disabled leaders present in decision-making rooms? Inclusion lives in the everyday moments. If your data doesn’t reflect those lived experiences, it’s time to evolve the way you measure. What’s one inclusion metric your org uses that goes beyond the surface? #InclusionMetrics #DisabilityInclusion #Accessibility #InclusiveLeadership

👥 Inclusion is an imperative, not an obligation. But, inclusion only works if it's built into the design of your organization with intention, thought, and integrity. Dr. Solange Charas and I included "Inclusion by Design" as Principle #11 from our book to create a call to action for organizations to create environments where all individuals, regardless of life stage, circumstance, or ability, can thrive. ✅ Inclusive design means offering flexibility where it matters most (not just ping-pong tables) ✅ Inclusion means having the courage to kill policies that unintentionally shut people out. ✅ Inclusion means recognizing that inclusivity drives retention, engagement, and reputation. 🤯 The best part about inclusion by design is that it's measurable! Here are some key ways to see how your organization stacks up when it comes to inclusion: ➡️ WFH/hybrid flexibility rates broken down by role, level, and demographic (the disparities will shock you) ➡️ Retention rates for caregivers, older workers, and underrepresented groups (where the real talent drain happens) ➡️ Participation in business resource groups (BRGs) ➡️ HCROI (Human Capital Return on Investment) segmented by inclusive practices (the ROI case writes itself) ➡️ NPS (Net Promoter Score) scores by identity and role (the gaps reveal everything) We highlight a couple of other important metrics in #HumanizingHumanCapital and highlight why inclusion should be a part of every business strategy to attract, retain, and grow the talent that drives impact. Is your workplace inclusive by design, or just by default? #InclusionMatters #DataAnalytics

Diversity Metrics That Matter: A Holistic Approach to Measuring Impact In pursuing diversity, it's not just about the numbers; it's about meaningful impact. Let's explore key metrics that go beyond numerical counts, providing a more comprehensive view of the success of diversity initiatives. Representation at All Levels: Metric: Evaluate diversity in entry-level positions and at all levels of the organization. Inclusion is about representation across hierarchies, ensuring diverse voices influence decision-making at every tier. Employee Engagement: Metric: Measure the engagement levels of diverse employees. An inclusive workplace fosters a sense of belonging, directly impacting engagement. High engagement is a sign that diversity efforts are making a positive difference. Inclusive Leadership Behaviors: Metric: Assess leadership behaviors for inclusivity. Influential leaders champion diversity not just in words but in actions. Look for inclusive leadership behaviors that create a culture of valuing diverse perspectives. Pay Equity and Fairness: Metric: Beyond demographic numbers, scrutinize pay equity and fairness. Ensuring equal pay for equal work is a tangible measure of an organization's commitment to creating an equitable and diverse workforce. Mentorship and Career Development: Metric: Track mentorship programs and career development opportunities. Meaningful diversity extends to providing guidance and growth opportunities, ensuring everyone has the chance to reach their full potential. Diversity is more than a headcount; it fosters an environment where everyone thrives. What metrics truly reflect the impact of diversity efforts? Follow: Marie Manalansan-Bonn #DiversityMetrics #InclusiveImpact #BeyondNumbers #bonnsearchpartners #DEIB

DEI is at a crossroads right now, but at G2, we remain committed and are pushing forward. My latest article for G2 Learn Hub drives into how we use the Inclusion Net Promoter Score (iNPS) to measure and enhance inclusivity. By asking, “I feel comfortable being myself at work, even when I’m different from others,” we gain valuable insights into our team’s experiences. 📈 Measuring inclusion = creating a supportive and engaging workplace. Special shoutout to Alyxa Lease at BetterCloud and Maurice Tuiasosopo Bell at Lattice for implementing iNPS to drive their own DEI efforts- your commitment is inspiring! 🚀 📚 Read more about our approach and the impact of iNPS in the full article in comments below ⬇️

How does your organization's DEI initiatives measure up? DEI expert Lee Jourdan highlights seven crucial metrics that span the entire employee life cycle, offering a true gauge of your DEI progress, and whether your organization is truly a meritocracy. From assessing attrition rates and performance to examining pay equity and inclusion, these indicators provide a view into whether your company is living up to its DEI promises. As Jourdan writes, "We know that what gets measured gets done. We also know that transparent data provides one version of the truth and helps organizations determine priorities." Read the full article here: #InclusionMatters #DEIprogress #Diversity #Equity Image alt-text: Bars of various colors and lengths arranged in a half circle.