The Why: A Compelling Case for Change
- Research demonstrates that engaged employees bring their energy, ideas and full range of capabilities to the workplace.
- An emphasis on Diversity, Equity and Inclusion engages employees by encouraging a sense of psychological safety and job satisfaction. These qualities of an inclusive organizational culture foster high levels of collaboration, innovation and overall performance.
- A culture that is Diverse and Inclusive creates the organizational resilience necessary to successfully adapt in response to the challenges of change, turbulence, and uncertainty in the environment.
- Ensuring equity of opportunity for individuals representing all diverse groups models effective leadership and contributes to the stability of the larger community. It is the right thing to do.
Despite the fact that many organizations acknowledge the business case for DEI and embrace the necessity for change, many are pursuing planned interventions that have little impact on the key elements of their DEI objectives because the interventions are not grounded in empirical evidence or data.
The How: The InclusionIndex Assessment and Process
Organizations now have the opportunity to base DEI interventions on an evidence-based methodology, that has been fully tested and scientifically validated.
In collaboration with Aephoria, Fénix Leadership & Development is offering the InclusionIndex in the United States. The InclusionIndex is an evidence-based measurement of Diversity and Inclusion practices and culture, grounded in the behavioral and cognitive sciences, that enables organizations to measure D&I and then use the insights gained to realize their Diversity, Equity and Inclusion goals:
- The survey measures organizational strengths and challenges, as reflected in the values, perceptions, attitudes, processes, and practices known from empirical studies to be significant factors influencing Diversity and Inclusion.
- The InclusionIndex measurement process incorporates the collection of qualitative data, in addition to the quantitative survey data.
- The survey assesses and analyzes data across diverse demographic groups within an organization to offer a baseline measurement of Diversity and Inclusion and it presents both the big picture and granulated detail, showing relationships between different demographic groups and specific factors measured in the survey.
- The results offer a baseline audit for organizations to use as a foundation to design and implement effective interventions to catalyze learning, develop, and innovation to bring about desired changes in culture and practices.
The InclusionIndex has been deployed by over 50 organizations and reached over 55,000 employees and stakeholders globally across public and private sectors.
The assessment survey was first launched in 2004 and has been subjected to rigorous evaluation regularly to ensure its high validity and reliability, psychometric properties which overcome the limitations of many standard employee opinion or engagement surveys.
The InclusionIndex is survey-based, easy to use, and can be completed in 20 to 30 minutes.
FOR MORE INFORMATION ABOUT THE PSYCHOMETRIC PROPERTIES OF THE INCLUSIONINDEX
KEY D&I FACTORS*
The assessment measures existing values, perspectives, experiences, and feelings of participants, in the following key areas:
- SENIOR LEADERSHIP—the extent to which senior leaders value Inclusion and behave in an inclusive way
- DIRECT MANAGERS—as above for direct manager
- VALUES—the values and ethics of the organization. Perceptions and experiences of work/life and flexible working arrangements are also considered
- RECRUITMENT—the extent to which the recruitment process is perceived to be inclusive and free from bias
- PROMOTION, ADVANCEMENT AND DEVELOPMENT—the extent to which the promotion, advancement and development processes are perceived to be inclusive and free from bias
- SENSE OF BEING ACCEPTED—how much participants feel that they are accepted in the organization
- BULLYING AND HARASSMENT—the extent to which individuals from different demographic groups experience bullying and harassment
- DIALOGUE—The quality and reach of the communication about Diversity and Inclusion, as well as the level of employee understanding about it.
- ORGANIZATIONAL BELONGING—the level of loyalty and commitment felt by participants for the organization
- POSITIVE AND NEGATIVE EMOTIONAL WELLBEING—these measures highlight the levels of morale and/or distress felt by participants across the organization over the last 6 months.
*Eight factors comprise the original InclusionIndex. Organizational Belonging serves as an outcome measure. Employee Wellbeing assesses the emotional mood of participants.