When we began the journey of writing Inclusalytics: How DEI Leaders Use Data to Drive Their Work, we realized that so many organizations were still early on in their DEI journeys and needed support determining what DEI is at its core, how to measure it, and how to turn that data into action. With those questions from our clients in mind, our research background in human behavior in the workplace, and through copious interviews with DEI leaders, Inclusalytics was born. The reception for the book over the last three years has been more than we could have ever imagined!
And while the book is an easy read, sometimes you need something even shorter to digest or perhaps a quick refresher on key points.
Never fear! Over the course of the next few months, we’ll be releasing “Inclusalytics Snapshot” blogs for each of the chapters of our book Inclusalytics. These recaps (or sneak peeks!) provide a glimpse of some of what we covered in our best-selling book. Up next: Chapter Six!
Chapter 6: Collect Quantitative Data (the "What" of Workplace Inclusion)
The focus of this chapter is on collecting the quantitative data associated with inclusion. This is the first of two chapters focused on inclusion data. Inclusion data is essential to any DEI effort because it provides the context for other data, especially diversity data.
What is quantitative inclusion data?
Quantitative data, simply, is any data that has to do with numbers. In this chapter, we largely focus on developing employee surveys to collect quantitative data on inclusion. Importantly, when developing a survey to evaluate inclusion, it is important to start with operationalization. Operationalization is the process where you determine what the numbers mean in the context of inclusion. In order to do this, you must first determine what the construct is that you are trying to measure. For example, we define inclusion as behaviors because they are actions and, therefore, can be measured. Once you have operationalized your concept, you can begin to focus on developing your survey that accurately captures the construct identified in the previous step. When developing your survey, your goal is to create a consistent and valid scale of the construct. We recommend partnering with an industrial-organizational psychologist, either internal or external, to complete this process to ensure validity.
Surveys are the primary tool for assessing inclusion quantitatively. Items for assessing inclusion can be added to regular engagement or pulse surveys, or organizations can launch DEI-specific surveys, ideally on an annual basis.
When assessing inclusion, it’s important to assess both the presence of the behaviors that make up inclusion as well as the feeling that results from those behaviors, belonging.
"The more people feel like they belong, the more they feel welcomed, the more engaged they are, the more you have an understanding of the inclusive culture you have built."
When working with surveys, there are a couple of challenges to keep in mind:
Incentivizing participation: In order to get an accurate picture of inclusion in your organization, ideally most of your employees would participate in any survey you’re delivering on the subject. Making the survey mandatory may compromise feelings of privacy or risk inattentive survey participation. Ideally, the goal should be to internally motivate individuals to participate by tying it to what is valued in the company culture.
Confidentiality: Another common concern when using surveys is the issue of confidentiality vs. anonymity. Confidential surveys keep the information related to a participant’s identity secret or private, but the receiver of the information (the analyst or team conducting the survey) has access to identifying information. Confidential surveys, as opposed to completely anonymous, allow for individualized reminders as well as reduced chance of duplicate responses. In order to lessen participant concern, we recommend partnering with an outside source for these surveys.
It’s important to note that quantitative data does not capture the whole picture. This is why we say that quantitative data is the “what”, while qualitative data is the “why”. We’ll discuss qualitative data in the review of chapter seven!
Want to read more? Buy your own copy of Inclusalytics here.
Looking to get started on your DEI measurement journey in your organization? Contact us today.
Comentarios