Management thinker Peter Drucker is famously known to have said, “If you can’t measure it, you can’t improve it.” Measurement is the only way to track impact. At the end of the day, people’s policies are behaviour experiments that are based on quid pro quo or the hypothesis that the policies will be mutually beneficial to the employee and the employer. Unless a hypothesis is challenged and measured it cannot become a long-lasting policy.
In our research and experience, trial-based policies without supporting data or evaluation serve as check-box policies. Measurement of change allows for systematic investment in inclusion initiatives to generate business returns and create social change. Constant monitoring is the only way true inclusion can be achieved, it assists in deliberate and well-rationalised action to achieve parity in the workplace. Here are some advantages to a measuring diversity and inclusion (D&I) outcomes in an organisation:
Clarity and consensus on the significance of the policy
During the planning phase, a written outline of the parameters for the D&I policies that will be measured helps build consensus among all stakeholders. It allows for debate and dialogue before the policy is set in motion. Thus, any resistance to change can be seen and addressed in the early stages.
Focused achievement of outcomes
When stakeholders are aware of what is being measured it allows for focused planning on an individual-level to achieve the outcomes. This holds all team members accountable for the success of the policy.
Customisation of the policy
Regular monitoring gauges the reception of the policy, perceptions of stakeholders and challenges on the ground. It sustains the momentum of the implementation. A good diversity policy may build a pipeline but continuous measurement promotes an inclusive culture and retention.
Justification of investment
Evaluating outcomes is the best justification for the significance of the policy. It helps the company decide if the initiative requires an increased investment or if it should be discarded. Most of all, it helps gain more champions who see value in the cause.
Qualitative and quantitative measurement tools should be part of every new D&I initiative or policy in the design phase.
*Read our Inclusion Handbook 2019 for more information on how to build an inclusive work culture.
About Serein
Serein Inc is an end to end service partner for the implementation of Prevention of Sexual Harassment (POSH) legal compliance. We partner with companies on case redressal and policies to proactively build safer work cultures and sexual harassment (POSH) trainings either in person or virtually. For more details on diversity, inclusion and prevention of sexual harassment (POSH training in India and the US).
Our content is designed to enhance the conversation on diversity, inclusion, unconscious bias, emotional and mental wellbeing and role of empathy in the workplace. To know more about how can you initiate a conversation on D&I and implement diversity and inclusion trainings in India, awareness programs and consultation do reach out to us at hello@serein.in