A Diversity Measurement Challenge: How Can We Ensure that Diversity Is "at" the Strategic Business Table, Not "on" the Table?, 3. Can a Perceived
Intangible Asset Like Diversity Generate Tangible Benefits?, 5. Diversity Facts, Figures, and Financial Performance, 7. What Do We Mean by
Diversity?, 8. Diversity Provides a Business Advantage, 10. Failure to Implement a Diversity Program Can Be Costly, 12. Diversity Links to
Productivity and Performance, 14. Retention, 14. Productivity, 16. The Link Between the Lack of Diversity Programs and Absenteeism, 17.
Diversity's Contribution to the Bottom Line, 19. Building Centers of Diversity Excellence, 20. Final Thoughts, 24. References, 25.
Introduction to Diversity Measurement
It's All Subjective ... or Is It?, 27. Reasons for Lack of Quantification in Diversity, 29. Challenges of Quantification, 30. The Definition of
Measurement, 32. Outcome Measures or Performance Drivers?, 36. Building a Solid Diversity Measurement Strategy, 38. Final Thoughts, 39.
PART II The Diversity Retum-on-Investment (DROI) Process
Introduction to the Diversity ROI Process
DROI: A Systematic Approach to Measurement, 43. The Role of Diversity in Creating ROI, 50. Identifying Diversity Deliverables, 51. Developing a High-Performance Work Environment, 51. Alignment with Strategy, 52. Diversity Efficiency: Core versus Strategic Measures, 52. Final Thoughts, 54. References, 54. Further Reading, 54.
Planning and Collecting Data
Diversity Evaluation: Project Requirements, 55. Objectives of the Diversity Evaluation Project, 56. Aligning and Linking Your Evaluation Strategy with Business Needs, 64. Collecting Data during a Diversity Initiative, 69. Collecting Data after a Diversity Initiative, 77. Reviewing Historical Data, 80. Final Thoughts, 82. References, 82.
Evaluating Diversity's Contribution
Isolating Diversity's Contribution, 83. Convert the Contribution to Monetary Value, 93. Calculating Diversity Return-on-Investment (DROI), 96. Importance of Recognizing Intangible Measures in Diversity, 102. Report It to Others, 106. Final Thoughts, 109. References, 109.
Track and Assess Progress
Importance of Tracking and Assessing Your Progress, 110. Creating Tracking and Monitoring Systems, 110. Monitoring Your Scorecard
Indices, 111. MetricLINK: An Automated Diversity Measurement System for Tracking Improved Performance, 111. Survey Analysis System (SAS): A
Timesaving Survey Development Tool, 114. Other Measurement Software Options, 115. Institutionalizing Your Scorecard System, 115. Final Thoughts, 116. Reference, 117. Further Reading, 117.
PART III Building a Diversity Scorecard
Basic Diversity Scorecard Components
Financial Measurement and Its Limitations, 122. Origins of the Balanced Scorecard, 124. What Is a Balanced Scorecard?, 125. The Balanced
Scorecard as a Measurement System, 126. Perspectives, 128. The Balanced Scorecard as a Strategic Management System, 131. The Balanced Scorecard
as a Communication Tool, 131. What Is a Diversity Scorecard?, 132. Final Thoughts , 145. References, 145.
Diversity Leadership Commitment Perspective
Definition, 147. Collecting Data, 152. Analyzing Data, 163. Reporting Data, 164. Final Thoughts, 167. References, 169. Further Reading, 169.
Workforce Profile Perspective
Definition, 170. Collecting Data, 176. Analyzing Data, 190. Reporting Data, 194. Final Thoughts, 198. References, 199. Further Reading, 199.
Definition, 266. The High Cost of Human Asset Mismanagement, 267. Applications of Financial Impact in the Public and Not-for-Profit Sectors,
270. Performance Measurement in the Public Sector, 271. Collecting Data, 276. Analyzing Data, 283. Reporting Data, 288. Final Thoughts, 289.
References, 290. Further Reading, 291.
Building Your Diversity Scorecard
Prerequisites for Success, 292. Diversity Measurement Is a Specialized Discipline Requiring Special Expertise, 293. The Diversity Scorecard Team,
295. Building a Diversity Scorecard: The Process, 296. Selecting the Structure for Your Diversity Scorecard, 306. Final Thoughts, 312.
References, 312. Further Reading, 312.
PART IV Implementation Issues
Achieving Strategic Alignment from Top to Bottom
Creating a Strategic Link, 315. Communication and Education Programs,319. Communicating with the Board of Directors and External Shareholders, 321. Reward Systems Linkage, 322. Final Thoughts, 324. References, 324. Further Reading, 325.
CHAPTER 16 Implementing the Diversity Scorecard Process
Strategies for Implementing Your Diversity Scorecard, 326. Permanent White Water, 327. Change as a Paradox, 328. Analyzing Readiness for Change, 328. Building a Rationale for Change, 336. Final Thoughts, 337. References, 338.
Appendix A: Hubbard Diversity Measurement and Productivity (DM&P) Institute, 339
Diversity has become one of the most important issues of the 21st century, commanding much attention in the popular press, conferences, magazines, and the executive suite. We are pleased to include Ed Hubbard's book, The Diversity Scorecard, in our Improving Human Performance series.
Recognizing the importance of having diverse work teams, executives are exploring ways to enhance diversity. In recent years, measuring the impact of diversity initiatives has become an important issue. Some professionals often argue that you cannot (or should not) measure the ROI on diversity. Others argue that it is possible (and necessary) to measure the ROI on the outcomes of diversity programs or initiatives. Ed is in the second group with this one-of-a-kind book.
While there are many approaches to diversity, executives usually address the issue from one of two perspectives. Some take the reactive approach—the defensive posture—arguing that diversity is necessary for compliance and to avoid discrimination complaints. Others take the proactive approach. They argue that a diverse group is more valuable to the organization and that the impact of diversity, in business terms, should drive decisions for investing more in this important process. Ed has devoted most of his career to taking the proactive approach, showing the impact and value of a diverse workforce.
Ed tackles the diversity measurement issue from all sides. He applies the ROI process, captured in several of our books on ROI, to the issue of diversity. This process generates six types of data: reaction, learning, application, impact, ROI, and intangible data. Ed also relates the measurement of diversity to the balanced scorecard process originally developed by Kaplan and Norton. This in-depth coverage essentially makes this a very important book on measurement—a diversity accountability handbook.
No other person is better suited to develop this book. Ed combines an ideal background for this challenging assignment. First, he has had a tremendous amount of organizational experience in human resources and diversity; he writes from experience. Next, Ed is a very successful diversity consultant, assisting all types of organizations to plan diversity initiatives, literally all over the world. Third, Ed has a passion for measurement and evaluation. He has become certified in the ROI methodology and has applied measurement concepts to all types of diversity initiatives. Fourth, Ed has much research and publication experience. His previous books are great additions to diversity, human resources, and management. Finally, Ed's education has prepared him well for this assignment. He has strong academic training along with important research skills. When considered in its entirety, Ed's background is the perfect backdrop from which to develop such an important and useful tool.
This new book should be a valuable reference for anyone interested in building a powerful team. Whether in management, human resources, or a special assignment dedicated to harnessing the ingenuity and innovation of people, this is the book to read. It's a great "go-to" book that shows, step by step, how to tackle many of the key issues of diversity measurement, showing the accountability of a variety of diversity initiatives. Embracing the differences along with the commonalities of our human capital makes our organizations stronger. Now there's a book showing how to measure the strength and success of diversity in the workplace. Please enjoy this new addition to the IHP series. As always, if you have any comments or concerns, let us know.
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256 pages. 'The Diversity Scorecard' is designed to provide step-by-step instructions, worksheets and examples to help diversity executives and managers analyze and track the impact of their diversity initiatives to mobilize the organization for strategic culture change. Diversity is not a program; it is a systemic process of organizational change that requires measurement for organizational improvement and success.
Measuring the progress and results of diversity initiatives is a key strategic requirement to demonstrate its contribution to organizational performance. Diversity executives, professionals and managers know they must begin to show how diversity is linked to the bottom-line in hard numbers or they will have difficulty maintaining funds, gaining support, and obtaining resources to generate progress.
Many organizations collect some type of diversity-related data today, even if it focuses only on Affirmative Action statistics. "The Diversity Scorecard" focuses on tools and techniques to make sure diversity professionals are collecting and measuring the right type of data that will help ensure the organization"s success both now and in the future. This book helps the reader spend some time thinking about what they currently measure and adding new measures to a database to track progress towards their diversity vision. The basic premises of this book are that it is important to develop measures that focus on the past, present, and future; and that measures need to consider the needs of the organization"s diverse workforce, its work climate, diverse customers, the community, and shareholders.
Part I of "The Diversity Scorecard" identifies the need for diversity measurement highlighting a business case for diversity and providing an introduction to diversity measurement. Part II of the book outlines the diversity return on investment (DROI) process taking you through step-by-step processes and techniques. Part III teaches you how to use measures in six key categories - Diversity Leadership Commitment, Workforce Profile Representation, Workplace Climate, Learning & Growth, Diverse Customer / Community Partnerships, and Financial Impact - to build a diversity scorecard that is aligned and linked with the business strategy of the organization. Finally, in Part IV, Dr. Hubbard discusses implementation issues involving strategic change procedures and techniques to avoid the pitfalls inherent in a diversity-based cultural transition process.ISBN:0750674571