For example: What does your direct manager say or do that makes you feel valued and respected? Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. While this pop definition is memorable, it falls short in telling us what inclusion looks and feels like, or where it comes from. Diversity and inclusion is a challenging subject to tackle and even tougher to measure and report on. Better workplace data and analytics, they believe, will eventually provide keener insights. In other cases, leaders say that inclusion’s simply too soft, or subjective, to be measured—let alone to be held accountable for. Inclusion, belonging and being held in significance are longings that all human beings have. The answer: There are a variety of measures across three broad categories of data that reflect dimensions of inclusion: These dimensions can be measured using a variety of approaches, ranging from the old-fashioned methods to cutting-edge tech tools. The idea of “belonging” and metrics to measure the success of any people initiative are becoming increasingly important to a strong diversity and inclusion (D&I) strategy. Do they have to suppress or “cover” certain aspects of their identities to fit in, or do they feel seen, heard, and valued for bringing a unique perspective? A Common Sense Guide for Returning to the Post…, Navigating Your Future Workplace Post COVID-19: A Roadmap, The COVID-19 World And Its Impact On The Future Of Work, A New Normal: Touchless Offices in the Post-Pandemic World, 5 Ways To Achieve A Healthier Work Space Now And…, Enriching the Workplace with Biophilic Design, A Look into The Workplace Post-COVID-19: The “Anti-Office”. Clearly, it has become more inclusive! First developed at MIT and since commercialized by a company called Humanyze, these matchbox-sized devices record information about people’s movements and interactions: who they speak to, where, and for how long; who speaks first, who speaks longest, and whether they interrupt each other. Measuring the success of diversity and inclusion training is not a straight-forward as other training topics; it takes long-term tracking, benchmarking, and qualitative measurement. Digital technologies can provide more robust ways to understand and measure inclusion. Using BCG’s Diversity and Inclusion Assessment for Leadership tool, we are able to benchmark data against industry and geography, leveraging our existing database of more than 25,000 responses from across the globe. We asked a panel of experts who brought together multiple perspectives on the topic of what inclusion means, and here's what they had to say: Together, these capture key elements of inclusion in the workplace, and the panel raised some important themes, like empathy and psychological safety. Arguably not, because while you can measure career progress over time, that doesn’t tell you what those women experience in their workplace. When ONA is combined with other kinds of data, however, it can be extremely powerful. Employees who opt-in (and, again, that is an essential pre-condition before an employer uses these tools) can receive a confidential report on their interactions over the past week, based on their e-mail headers and online calendar. Once they take corrective measures, they can analyze subsequent messages to gauge whether they are having any impact. Inclusion is more subtle and complex. 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