3.1 Assignment Diversity, Equity, and Inclusion in the Workplace

docx

School

Southern New Hampshire University *

*We aren’t endorsed by this school

Course

315

Subject

Accounting

Date

Feb 20, 2024

Type

docx

Pages

Uploaded by CorporalQuailPerson472

3-1 Assignment: Diversity, Equity, and Inclusion in the Workplace Crystal Sidley Southern New Hampshire University ACC-315-H7511 Accounting Information Systems Mona Stephens September 18, 2022

Identifying data that may have DEI relevance is more than just demographics. “A comprehensive look at inclusion, retention, and employee advancement will offer a better yardstick for DEI success” (Hickey, 2021). According to Hickey, 2021, four ways to meaningfully measure DEI efforts include: Define Goals Using Benchmarking Data, Measure Outcomes, Not Just Output, Focus on Retention, and Use Surveys to Measure Inclusion. Focusing on data year after year from your own organizations history, as well as compared to others, can help determine if, who, and why employees are advancing or leaving an organization. Data history can be used to measure past and predict future advancement and retention. According to Higgins (2022), “Examples of DEI analytics include the use of predictive analytics modeling to trend and predict an organization’s future diversity and pay equity levels one, three, and even five years into the future based on a set of assumptions around hiring, terminations, promotions, and pay practices.” Creating charts and graphs with information, such as race, gender, pay scale, and location (if the organization has more than one) can help organizations set benchmarks on where they should/want to be and compare them to where they are now and predict where they want to be in the future. By using prediction analytics, the organization will be able to determine what changes they may need to make to reach the benchmarks that are set. Other data that may be important to include, especially for determining advancement and pay scale, would be experience and education. Another way to help organizations with retention would be to create surveys. “Conducts exit surveys and interviews and applies feedback to efforts to improve retention.” “Actively and regularly measures employee satisfaction in a way that promotes candor and fairness, evaluates the results, and takes action for continuous improvement.” (Innovative Growth Solutions, 2014)

Knowing why employees are leaving can help with make decisions on changes that are needed to want them to stay. Knowing what data to use and how to use it can help organizations with hiring/recruitment, advancement, and retention. Using surveys and creating charts/graphs can help measure benchmarks and make decisions on how to reach/maintain the benchmarks that are set. DEI is very important for an organization to know for growth and opportunity.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

References Hickey, M. (2021, November 10). Four Ways to Meaningfully Measure Your DEI Efforts . Associations Now. Retrieved September 18, 2022, from https://associationsnow.com/2020/12/four-ways-to- meaningfully-measure-your-dei-efforts/ Higgins, J. (2022, February 7). Using Analytics to Solve the DEI Challenge . Hcmi. Retrieved September 18, 2022, from https://www.hcmi.co/post/using-analytics-to-solve-the-dei-challenge Innovative Growth Solutions. (2014). Diversity, Equity, and Inclusion Framework . http://www.innovativegrowthsolutions.com/wp-content/uploads/2016/04/DEI-Best-Practices- Framework.pdf