Measuring sustainable change is difficult. To drive real progress in workplace inclusivity, you need to focus on the changes that truly matter. This evidence-based approach keeps your inclusivity journey focused and effective.
STEP 4 on your journey to inclusion
Whether you’re building a new inclusion strategy or refining an existing one, evaluating the impact of your actions will help you create sustainable improvement towards an inclusive workplace.
We work with you to define meaningful change, going beyond diversity statistics to capture the impact of your initiatives on employee experience, representation, and organisational culture.
Our inclusion impact framework
Developing sustainable inclusive environments to build diversity in the workforce has been the focus of our research over the last 10 years, building an understanding of how change occurs within an organisation, and how we measure that change when it happens.
Our inclusion impact framework, linking EDI intervention to indicators of change (including changes in attitudes and behaviours across the workforce), provides organisations with the tools to measure their progress towards workplace inclusivity.
Our inclusion impact framework uses five types of indicator, which are defined at three different levels:
Change indicator type:
Operation level:
Examples of indicators we use
Here are just some of the indicators of change we use to capture the impact of your initiatives on employee experience and organisational culture.
Sense of belonging
A sense of belonging − the perception of being accepted within a given group − is an important measure of the maturity of your journey to inclusion, and a key indicator of workplace inclusivity.
Psychological safety
Psychological safety − shared belief that the workplace is safe for interpersonal risk taking, such as speaking up against a popular idea − goes hand-in-hand with inclusion and can be used as an indicator of workplace inclusivity.
Perception of bullying & harassment
Workplace environments that support inclusion reduce the likelihood of bullying and harassment. Perception of bullying and harassment is an important indicator of workplace inclusivity.
Confidence & self-efficacy
Confidence and self-efficacy, crucial for individuals to feel empowered to participate fully in the workplace, and to share their ideas, opinions and perspectives, are important indicators of workplace inclusivity.
Organisational climate
Organisational climate − the collective perception of the employees about the work environment − can be used as a holistic indicator of workplace inclusivity.
Diversity
Building inclusive and supportive workplace environments with inclusive policies, practices and behaviours provides the key ingredients for diversity to grow. As such, diversity can be used − carefully − as an indicator of inclusion.