Diversity at the Workplace - HR Analytics Fundamentals | Mansi | Skillshare

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Diversity at the Workplace - HR Analytics Fundamentals

teacher avatar Mansi, People Analytics Expert

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

8 Lessons (40m)
    • 1. Introduction

      1:47
    • 2. Why it matters

      2:48
    • 3. Equality - Diversity - Inclusion

      6:00
    • 4. Benefits of diversity

      3:42
    • 5. Challenges in insituting a pro diversity policy

      5:59
    • 6. Inclusion efforts that work edited

      4:37
    • 7. Project intro

      1:55
    • 8. Project

      12:45
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About This Class

This course is a great starting point for someone interested in the ideas of Workplace Diversity or field of HR Analytics / People Analytics.

Master the concepts of equality, diversity and inclusion and work with some real life like data to see how analytics can support this crucial change. 

Why it matters?

Diversity, equity and inclusion are more than buzzwords or corporate values to aspire to, and more than a means to heightened business results. 

A commitment to enhancing diversity, equity and inclusion efforts, will lead to increased belonging within the organization. Not only does a culture focused on belonging feel great, it is also a driver for employee engagement, productivity, corporate reputation, attracting top talent, and business results.  

Bersin by Deloitte research has found that companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers. Bersin found that across 128 companies, those with talent practices focused on building a diverse and inclusive workplace, were ranked as high performing organizations, compared to those that did not focus on these areas. 

Another study focused on gender diversity found that companies with women board members outperform companies with all male boards. In connection with this, a recent Glassdoor survey, cited in Harvard Business Review, found that top female candidates care about gender diversity at prospective companies. Their study shows that 61% of women look at the diversity of the employer’s leadership team when deciding where to work. 

A McKinsey study found that earnings before interest and taxes (EBIT) increased by 8% for every 10% increase in the ethnic and gender composition of senior executive teams in the United States. 

Who is it for?

This course is designed for everyone. Just make sure you download the practice files and follow the steps.

While we have made this course extremely easy, in case of any queries, please post them in the forums and we will get back to you.

See you in the class!

Meet Your Teacher

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Mansi

People Analytics Expert

Teacher

OddHR was started by us in response to the shortage of trained personnel in the field of HR Analytics.

We are Mansi and Rajesh, both seasoned professionals and colleagues, currently leading an HR Analytics team in a large IT / ITES MNC.

We want to share our knowledge to train newcomers in the field of HR analytics and help existing HR professionals become more data savvy. All our content is practical and immediately applicable to real world scenarios.
We provide customized online and instructor led learning solutions in HR domain that enables HR professionals to design and execute  strategic programs that more credible and result oriented based on data.

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Transcripts

1. Introduction: Hi, and welcome to this course on diversity at the workplace. This is part of our series of courses on HR analytics fundamentals. In this course, we will talk about workplace diversity, which has become a common topic of conversation amongst employers, hiring managers, and recruitment professionals. However, in RVU, diversity and inclusion are massively important topics and these are much more than just a hiring fad. In fact, over the years, it has become a case of not just simply factoring in age, gender, and race, but rather about hiring from a wide range of people, which ultimately results in adding value, not just to the employee experience, but overall the business as a whole. It is this appreciation of the kind of value that having a diverse workplace brings in that has led to business leaders actually now seeing that encouraging diversity in their workplace has not just intangible, but several tangible benefits. In this course, I will touch upon various aspects of diversity. We will spend a little bit of time talking about equality, diversity and inclusion as concepts. We'll also talk a little bit about some of the common challenges that you may face in implementing diversity pro policy in your organization. And finally, at the end of this course, we will work with some real knife-like XML data and see how HR analytics can support diversity in the workplace. So without further ado, let's get started. 2. Why it matters: 67% of job seekers consider workplace diversity and important factor when considering employment opportunities. And more than 50% of current employees want their workplace to do more to increase diversity. This is a quote from a research done by Glassdoor. And this is a good indication that as individuals, most of us are true workplace diversity. We feel more inclined to accept job offers in organizations that have a pro diverse work culture. And we want our organizations to do even more than what they're currently doing in order to increase diversity. So this is on the asset side of things, and this is what we want as employees. But on the flip side, you have this. Another research done by a site called Kurt culture, which says that the majority of women in the workforce feel excluded from decision-making. Do not feel comfortable expressing their opinions and do not feel as though they can succeed. And that's unfortunately the reality of the workplace that we are in. And here, while this quote is using gender as a metric for diversity, the fact is that this would hold true for anyone who is in a minority at a workplace. And these are some of the things that we really need to fight against and make sure that each one of us has a voice in the workforce and they feel included and comfortable in the place where we are working. 78% of employees who responded to a survey by Harvard Business Review said that they worked with organizations that currently live diversity in leadership positions. And I would suggest that, you know, even if you were to reflect back on the kind of demography you have at your own workplace, you will find that this is true. So when organizations do not have proper policies in place to encourage diversity, we find that this ratio of diversity in the organization becomes even smaller as we go higher up the leadership ladder. And that is something which is really alarming because when the leadership is not representative of the workforce, it can cause serious issues in the kind of policies that get created. And it can cause biases or complete misses which are not malicious in nature, but rather unintended just because the leadership is not aware enough of the challenges that these various minority groups face. 3. Equality - Diversity - Inclusion: Let's start off by defining. Some important though, is that it is really critical that we understand and appreciate the differences. The first one is equality. What is the quality? The dictionary defines equality as the state of being equal, especially in status, rights and opportunities. And what this essentially means is that in the workplace we need to ensure that every individual has an equal opportunity to make the most of their lives and talents. It's also the belief that we should not have who're life chances just because of the way we were born, where you come from, what we believe or whether we have a disability. This is something which is really important for us to internalize and see that around us are even being treated differently and given different opportunities. Just because they look different from us, have maybe a different belief system, or maybe they just come from a different background. So it's really important to first internalize the need for us to treat everyone as equals. And once we have that, we come to the second aspect of this very important topic, which is, what is diversity? And this is something which is a little bit different from the previous concept. Why did the quantity we are basically seeing that you as an individual have the right to the same opportunities, the same chances in life as anyone else, regardless of any of these various biological or cultural demographic factors. Diversity I would see is more about a state. Announces it is the state of being diverse. And what that means is that am I actually in a workplace which is representative of the kind of ecosystem that it's a paddle. So do we have enough people in our organization that represents various communities which come from different demographic background. And it means more than just acknowledging and orderly indifferences. But more than that, it needs to actually encourage these alliances, the conversations amongst people who have these different backgrounds. So you start off with building these communication of bridges across groups of different people. You make sure that you instill a culture that allows and encourages you to practice mutual respect for an individual's experiences, their beliefs, and their proclivities. And finally, it's very, very important that you recognize that personal time to cultural and institute institutionalized discrimination creates and sustains privileges for some, while creating and sustaining disadvantages for Adam. And it is the acceptance of this that you may be coming from a place of privilege versus somebody else who is. Think of some kind of a disadvantage just by virtue of where they come from, the way they look, or perhaps their gender. That is the first step in moving towards a more diverse and inclusive workplace. Which brings us to the part of pillar of having an extremely heavy work workplace, which is inclusion. What is inclusion? Is the action or state of including or being included within a group or structure. I think in the modern world, all of us can relate to this very intimately. Because all of us have had instances in our life where we have felt as an outsider. So it is that feeling that you need to reflect back on and think about whether your workplace allows you to create these safe spaces where people of different cultural backgrounds, different religions, different genders, different belief systems, different physical abilities can come together and work in a healthy, productive workplace. So this is something which is easier said than done. And it's definitely not a one-way street. It wants to with the organizations not only to make sure that they can still this inclusive culture where their facility in people who proactively engaged. But it is also the sense which gets born out of having the organization created space. And this is something which requires the right policies, but it also requires the right people to get higher who allow the organization to actually implement such policies. But when you actually have a workplace which is diverse, which believes in equity and equality amongst these various diverse groups, and which believes in encouraging and fostering a sense of inclusion. You ultimately get that the early, comfortable and secure sense we call belonging. And this is that elusive emotion that we are trying to achieve in our work place by following something that we ultimately achieve. And this removal of the sense of differences and the sense of disadvantages or advantages that an individual may get just because of the kind of Democrats EDR from their belief system or their physical abilities. 4. Benefits of diversity: A diverse workplace comes with a host of benefits. The first and foremost of that is the advantage of varied perspectives. Generally speaking, when you have employees who are from a diverse set of backgrounds, what you get is a past range of ideas that can be explored. Diversity in the workplace will often result in a much broader spectrum of creativity. People with different backgrounds, skills, experiences, bring with them their own thoughts and ideas. And all of them together will allow you to have a much wider range of different perspectives. Highly beneficial across teams. Whether it is marketing, to finance, and of course, always creative and customer centric endeavors. So that's the very perspective, but not just that, because you are now able to hire from a larger set of people, you now have the advantage of a much larger talent pool. And that allows you to cherry pick not from a set of small set of few people, but rather a much larger set of a lot more people and find the best Allen that fits the role that you are hiring for. And of course, all of this extra expertise, this variety and perspectives and ideas will ultimately result in increased innovation. And that is something which can be very, very important as a differentiating factor in this extremely competitive market of today. Overall, of course, as we've seen before, our employees want a more diverse workplace. A lot of us do feel excluded in the place of work. Ppv don't have a voice, and we expect our organizations to do more. So having the right policies in place will increase your employee engagement and result in better employee performance. Ultimately, you will also have a diverse set of customers on the other side, and therefore, having a diverse group of employees who are making the decisions that ultimately will lead to better products, better services, and deeper customer understanding is really important for you to make that difference in the bottom line. So always remember that workplace diversity is more than just a cultural must-have. It's honestly something which is critical in today's day and age where, you know, we are dealing with global markets and we are dealing with a much increased pay parity between different groups of people. So ultimately, all of this brought together results in greater profits and a direct increase in your bottom line. In fact, according to 2015 McKenzie report, companies in the top quarter for racial and ethnic diversity are thirty-five percent more likely to surpass peers, while those in the same bracket for gender diversity at 15% more likely to do the same. Which just goes to show that diversity is not just something that you are doing to make sure that you are supporting equity amongst different variety of people, but rather something which can also be seen through the lens of finances and economic decision-making. So don't leave this money on the table, you know, and make sure that your policies are encouraging this kind of try diversity in your organization. 5. Challenges in insituting a pro diversity policy: So we saw that diversity comes with its benefits. In fact, companies with the two-dimensional diversity are 45% more likely to report that they had captured a larger portion of the market and 70% more likely to have entered into a new market in the past year. And obviously this is something which can feel very intuitive because when you have representatives of larger and more varied sections of the society in your workplace, you will be able to build services and products that allow you to capture these different markets more efficiently than your competitors. But creating a diverse workplace is not without its challenges. And let's spend some time looking at what these challenges are. At. The first one I would say is communication barriers. And this is something which is a very human part of us. We feel more comfortable talking to people who are like us. We feel that we can relate to them better. We understand their views better. We understand that towards better. Always. We, there will be a challenge, a little bit of an obstacle in our mind to talk to somebody who is different from us. Very, very important to create a culture in your organization that allows people to introspect and accept this as a human. Failing only when we do so can be overcome it and see each person for whom they are as an individual rather than a sum product of just their differences. The second one can be generational differences. While as individuals, all of us come, of course, with our own buried background, there are always some differences which get carried over because of the kind of upbringing we've had or the kind of experiences we've had in our life. So while some things are considered absolutely unacceptable today, there were policies which honestly sound extremely shocking right now, which were common place just a few decades ago. I'm sure all of you have. I feel that they have a very young audience. So over here, and I doubt that you can remember a time when women were not allowed to vote. Or you could remember a time when people could be owned and or people where they were just, you know, sideline because of certain physical disabilities. This may sound shocking. But the fact is that it is true. And we have unfortunately come from a past where all of these things were considered normal and acceptable. So it's important to recognize that you may have people from generations who have come through a time when this was not something which was something that you would raise an I drew on, which would be considered absolutely inappropriate in the workplace. So building the policies and programs that help break down these generational differences can make a huge impact on the success of your workplace diversity. It's also important to appreciate and create safe spaces for possible isolation in individuals who are feeling that they are not part of the larger groups. So be careful about having programs that exclude people. Be careful about unintended consequences of jokes being cracked or, you know, just casual paints that we say, which may make a person feel hurt, excluded from that conversation. I can share an example over here where we've had issues in organizations where a manager would tend to go out with his or her team for maybe drinks on a Friday evening. And you know why the manager never intended to exclude anybody from the team over time, they realize that there were certain people from the team who would never join in these outings. And that was just because they came from a lifestyle where they had young children at home that they needed to go back to. So creating this sensitization amongst the team managers and the team members that their input to recognize this possible isolation goes a long way in building that a sense of belonging and inclusion for each person within the workplace. Ultimately, you also obviously have the larger organizational goals. And there is always a bit of a journey in implementing a new policy. So it's important for you to align to organizational goals and make sure that your stakeholders are absolutely in favor of the design that you are creating for this new workplace to allow you to have the best implementation. So it's really important for you to get management buy-in. And that can be done best by making a strong case for diversity, which is based on data and facts and which is able to showcase why there is a current cap and the organization and specific action points that can be done in order to bridge that gap. And once you have all of these challenges taken care of, you will be able to overcome the natural human bias and internal resistance that can occur in any organization when setting up these diversity policies. 6. Inclusion efforts that work edited: So now let's talk about some of the inclusion efforts that really work. And these pointers have been taken from an article by the Harvard Business Review, which we will be linking for you in the project section of this course. And the first one that we have is collect, count and compare. Basically set goals, collect data, and examined change over time. And in comparison to other organizations. This is something that we do for all kinds of metrics and for all kinds of other targets like profits or margins or bottom lines. So why not do this for diversity and inclusion as well? By collecting and analyzing data on diversity over time and comparing these numbers to other organizations within your compared to. You can. Use these to convince your key stakeholders in your companies to increase their accountability and transparency around diversity issues. The second one that we have over here is deploy alternative complaint systems. It is, I think a well-known fact that complaining about discrimination and harassment can lead to some type of retaliation. Any worker who complains about harassment is more likely to end up facing career challenges or being marginalized from their peer group. So something clearly needs to change in the way complete forums are created. Therefore, make sure that you have safe spaces for people to compare. And the key to this type of shift is changing leadership mindsets from seeing complaints as threats, to valuing them as insights that can spark positive organizational change. The third one, which is something which is really pertinent to the world of today, is to test for biased technology. Technology is ubiquitous in the workplace today. It holds powerful potential to increase efficiency. But there's also concern that technologies can reproduce or even exacerbate group-based inequalities, whether by race, gender, or other social categories. It's really important to keep testing the kind of technological solutions that you have implemented. For example, in corporate screenings, hirings, evaluations, et cetera, to make sure that they are fair to all kinds of social demographic groups. The next one that we have is to be aware of small and problems. And what we mean by this is that sometimes, you know, the way we think and perceive others can also hamper progress. Subgroup size is something which is very, very important when individuals belong to groups that are seriously under-represented in the organisational contexts, such as racial minorities or women, or other social categories, they may be subjected to stereotype based evaluations or tokenism. It's really important for us to not create token policies, but rather real deeper change that allows us to take out the negative consequences for both individual workers and the launcher organization. So what can be done to combat these problems? Well, in addition to increasing the representation of particular groups, the company can also provide more visibility for a larger number and diverse set of under-represented individuals through opportunities for presentation or internally as well as conferences. You know, a way for them to chair various fora, et cetera. And that can go a long way to shift how this Bias impacts our behaviour. And the next one that we have is, I think, fairly intuitive, which is always involved managers right from the start. Organizations are complex beings and they have different internal logics, cultures, and dynamics. By involving your managerial strata right from the beginning, you will get their buy-in from day one. And you will also be able to gather a lot of feedback about how your policies are being perceived or implemented at the ground level. So please go ahead and read up a lot more about this complex topic. But making some of these small efforts can reap large benefits for the overall workplace. Diversity in your 7. Project intro: Now let's spend a little bit of time and see how data analytics can help us make a strong case for implementing better diversity policies within the organization. What I have for you over here is a small dataset of a fictional company. And this dataset has been applied, uploaded for you in the project files. I highly urge you to download the dataset and follow along with me, as I explained to you, how we will use simple Excel features to analyse this data. So go ahead and download this dataset and open it up on your computers on Excel so that you can follow along with me. So before we begin, let's take a minute and look at what this dataset is off. So what we have over here is a table. And by clicking on one of the columns, I can see that I have 1551 rows. This includes the header row, which means that I have 1550 rows of employees. In the first column, I have the employee ID, then I have the employee name. I have the current designation of the individual employees. I have a seniority level and then I have their gender, their age, and the compensation. Before I begin, I would just like to sing that for the purpose of this demonstration, I'm using gender as one of the diversity measures. However, the things that I shared with you in this demonstration will be equally applicable to all the other demographic parameters as well. So without further ado, let's jump into the analysis. 8. Project: So a typical analysis should ideally begin with getting a better understanding of our data. And we looked at what these various headers are. And it seems that in this data, I can perhaps do some analysis to see what is the kind of gender diversity in this company. Let's begin doing that by making a simple pivot table. So go ahead and follow along with me. If you do not know how to make a pivot table. But if you already are familiar with these features of Excel, then I'm sure you will find this section of the course a little bit stretched out for you, but please bear with me or feel free to skip ahead a few minutes. And now, in order to make a pivot table, what we will do is select all of our data. And I'm doing that in case your data is not formatted as a table. In my case, if I click anywhere on this data set, I can see that it has a name called Table two, which means my data is formatted as a table. When this is the case, then you can actually click anywhere inside the table and the entire data will get selected on its own. And what we will do is click on insert over here and go to Pivot Table. I click on pivot table, and this window will pop up over here. And I want to insert a new pivot table in a new worksheet. So click new worksheet over here and say, okay, and what it will do is create a Blank pivot table for you and a new window will open up over here, which allows you to insert various pivot table fields. In this case, what I would like to know is, what is the gender diversity within this organization? What I am going to do is I'm going to drag the field called gender into my columns over here, and then save that for each of these headers, How many employees do I have within each of these gender categories? So I want to know the count of employees for each gender. And in order to do that, I can pick any of these other fields. Let's pick employee mean. And in my values, I'm going to drag it over here. And by default, it's giving me the count of employee name. So what this tells me right now over here is that I have a 107 employees who prefer not to reveal their gender. I have 38 who are classifying themselves as others. We have 120 meals and 385 females. So that is one way for you to quickly get a sense of how many employees you have within each of your gender categories. Another way to analyse this data can be just click anywhere on the pivot table and then right-click on it and say that I want to see my values as a percentage of my row total. And what this will do is it will convert your accounts. Into a percentage. And off my 1550 employees, I can see that 24.84% are female, 65.8% Armenians. We have 2.5% who identify as others, and 6.9% prefer not to reveal their gender. So this is a good quick metric that you can create to get a sense of the current gender diversity within your organization. And now what you can do is take these metrics and then compare it to other companies within your ecosystem or within your industry and see how you compare to other companies and whether you are doing better than or worse than them. And that's one quick way of using data to start a conversation on improving diversity within our organization. So while this is really the simplest way of starting, I would say that that's not all. What we can also do is let's go back to our employee master and see what else we can look at. So what I have over here is that I have three different designations, Associate, Director and manager. I know from this data that all my associates are at a seniority level of one. Managers are at seniority level of two, and my directors are at a seniority level of three. So why don't we look at our diversity and see how this diversity is spread across various designation levels. So what I will do here is in the same pivot table, I can go to my pivot table fields and I can pull my seniority level to my rules. So what will happen is that I'll get the same percentages, but this time split across different levels. So our overall numbers remain the same as before. But now you can see that while at level one, which is my lowest level, I have females who are at 25.81%. As we go above in our seniority ladder, this number is dropping sharply. So from a 25.81%, we have come down to 12% at level three, which is almost half of the overall organizational percentage. Similarly for the other minority categories, you can see that their percentages are much, much higher at the lower levels as they are at the upper levels. And this is something which can give you a sense of perhaps some policies which needs to change within your organization. Why is it that more minority genders are not reaching higher designations? Is there some kind of a bias in your promotions policy? Is there some kind of a bias in your hiring policy? Is there something which is creating an unwelcome workplace for them as they go up the leadership ladder. So this is really something for you to reflect and introspect on and see that I am I creating the right kind of equitable opportunities for each person to advance within my organization, regardless of the kind of demographic gender that they identify with. So this is a very quick way for you to take a look at and see what needs to be fixed. And you know, even without comparing yourself to external organizations, you can see that you are not even able to maintain your gender diversity ratios within your organization across different levels. So this is something which can be quite a bit of a light bulb moment, and it can be something which can hopefully be fixed by internal programs in itself. So that is on the ratios of awareness, diversity, and moving on, I'd like to continue with this analysis further and now look at whether there is some kind of gender disparity in our pay grades. So what we can do that for that is a simple way. Let's just select this PivotTable, control c and control v. And now instead of counting my employees, what I am going to do is I will just remove this value, just drag it out and it'll get removed on its own. And instead, I'm going to pull my compensation to my values. So what I am getting over here is the sum of the compensation that is being paid out across various genders, across various levels. Now, obviously, this is not very helpful because the sum of compensation is not something that I need to look at. But what I can do is convert this into different metrics. So let's just right-click on any of these figures over here. And we say Summarize Values By average. And now what I have over here is the average compensation being given across different genders, across different levels. In order to make this data more readable, I'm going to just select this and click on this overhear or to reduce the number of decimal points. So let's just reduce this. And we have a little bit of cleaner data over here. And now let's see what's happening. So my Lebron one has an average compensation of 218957. As you can see, that the male counterpart, so in level one, are being paid slightly higher than the overall average, while the other genders are slightly lower than my overall average. Similarly, you can see that this behavior is being repeated in level two and level three, we seem to be doing okay for people who are male and the ones who have preferred not to say, but my female counterparts unfortunately, are far below the average pay of level three. Again, this is something that you can look at and quickly spot if there is any disparity in the compensation being offered across various genders. So here is essentially some quick analytics that can help you begin making a case for encouraging and promoting better workplace diversity within our organization. This is a quick way for you to identify these gaps. And hopefully once these gaps have been identified, you can then start building policies in order to bridge these gaps. While this is where we are on the Excel analytics of the project, I would just like to leave you with one more thought, which is that what is going on in my organization, that almost 7% of the people have refused to disclose their gender. Is this something that we are doing? That people are not feeling comfortable revealing their true gender. Is there a message that's going out with seize that? Yes, if you do reveal your gender and it is not one of our preferred genders, then you will be penalized in certain way or there will be certain privileges that will be taken away from you. So this, again, I would say is a number that you want to take a look at and you want to see that how you can send the right message within your workforce. Make them feel more comfortable in revealing their gender by making sure that you have equality, diversity, and finally, inclusion across all kinds of demographic groups, whether majority or minority. And this brings us to the end of my project section. And I hope you found this course useful. And I hope that, you know by doing similar analytics on your internal data as well, you will be able to get a sense of where you stand in terms of diversity. Please do not restrict your analysis to only gender, which in our case was just take it as an attribute to demo the analytics. In fact, a similar analytics can be done across all kinds of demographic parameters, whether it be race, ethnicity. You could look at, you know, even ageism and see whether there is some kind of a disparity amongst younger people versus older people. Whether there's some disparity across various regions or locations and build a lot more complexity within your analytics. And just the way we compared, you know, gender and levels. You could also compare gender and other attributes. So you could say that I want to look at what's happening, you know, across different genders and across various ethnicities at a certain level. So, you know, adding more dimensions into your analytics. And the more you expand this folk, the better you will understand your data, data. But also more importantly, the better you will understand what's going on within an organization. So here I leave you. At the end of this course. I hope you found it useful. Please leave your comments and your own analytics off this dataset and any other dataset that you may find in the project section of this course. Thank you and have a great day.