Читать книгу Diversity and Inclusion Matters - Jason R. Thompson - Страница 34

Instead of surveys, I would recommend you do some other things. First, look at retention statistics for each department. This is specific data. Do you see high turnover? Unfortunately, much of this data reflects what has already happened, but at least it gives you a data point that you can use. High turnover can be addressed by working with the leader who's creating the problem. There's no need to train everybody and hope the managers who are hurting retention get it.

Quite frankly, most people don't know where to start with a DE&I program, and that can be very detrimental to the overall success of the program. If you are working with qualitative data, you would most likely start your diversity program by sourcing an outside program and applying it, regardless of the fit. On the surface, it looks like you're doing something, but it's not effective. That's why the type of data you collect is crucial. You need to see the whole story as it relates to your particular company. You need to understand how your company is doing in terms of recruiting and retaining a diversity of candidates in real time. In the next chapter, I will share with you what data to collect, where to get it, and what specifically to look for once you have it.

The other half of this framework is retention. In the simplest terms, this is inclusion. Ask yourself four questions about the employees of your company:

1 Who stays?

2 How long do they stay?

3 Do they get promoted? (And, how long does it take to get promoted?)

4 What are you doing to keep them?

The first three questions are answered with the CAPE process, which I will cover in Chapters 3 through 7.

The fourth question; What are you doing to keep them? Is the work you do to develop employee resource groups (ERGs), DE&I training, workshops, and professional development. (I'll cover these in Part II.) Professional development doesn't mean preparing People of Color and women for leadership positions. If this was your first thought, please check your bias now. One of the assumptions that limits opportunities for women and People of Color is that they are unprepared and/or need preparation. Professional development includes the unconscious bias training that all leaders should participate in to reduce bias in the hiring and promotion process.