Support Top Leadership to Take Ownership for D&I
Exponential Talent was a partner with this client from the beginning of their DEI journey. The client engaged us to work with them to develop a comprehensive strategy using Exponential Talent’s methodology. The strategy effort included Exponential Talent analyzing their diversity and inclusion current state, which provided the leaders with a first look at the DEI metrics for each of their areas of responsibility. This analysis followed our methodology for metrics and accountability.
Having created their strategy and aligned with leaders, the client’s CEO and the top executive team agreed they would take ownership to make change happen and sustain progress. To deliver on their commitments, they needed real-time access to DEI analytics.
Equipping Leaders to Identify D&I Changes and Take Action
Exponential Talent worked with the DEI team, HR, and top leaders to customize our accountability approach to their specific organizational needs and goals. We provided mock-ups of the proposed dashboard and developed requirements for the IT team to implement. Our team became a valuable QA testing partner to the IT team to validate the DEI metrics calculations and ensure their accuracy. After development, we supported the client to define security protocols for who would access the information and to develop education for leaders and HR to use the tool.
A necessary step was to develop comprehensive metrics that included:
- Diversity indicators for representation, hiring, promotion and attrition
- Inclusion indicators for each element of inclusive culture and experience
Motivate Committed and Active Leaders
Business unit leaders worked together with their HR and recruiting business partners to develop tailored action plans for each area of the business leveraging the insights from the DEI dashboard. The CEO used the tool to both engage with leaders who achieved progress to keep motivation high and also check-in with those who results faltered to see how to course correct. Each area of an organization has its own unique starting point and customizing the approach to current realities helps celebrate small wins as well as leading edge efforts, while also paving the way for continuous learning and growth.
The real-time DEI metrics enabled faster strategic decision-making, planning, and actions. The result? Metrics for both diversity and inclusion have improved steadily and consistently every year since the leaders have had the dashboard to track progress and be more agile as situations changed.. When leaders see their own data - which they alone can impact, it is incredibly motivating. Furthermore, it only becomes fair to hold executives accountable, through their bonus pay or other means, when they have such data at their fingertips.