Global Diversity and Inclusion Index from Refinitiv – Index Methodology 4 • Market capitalization categorization (large, mid, small) • Individual constituent weight Consequently, the selected portfolio may be over- or underweight in one or more of the above areas when compared with other market benchmarks. The recommended measure set lacks indicators of prevention, access, assessment, and safety of care. Great metrics interpret data in such a way, that at a glance, you can determine success. Goals. hbspt.cta._relativeUrls=true;hbspt.cta.load(1812916, '4ed6e9c6-38db-4041-b60e-dc47c13ef3ed', {}); Highbrid Media // 7 Marcus Garvey Blvd // Suite 205 // Brooklyn, NY 11206 // Highbrid.com, © 2018 Peremore LLC, All Rights Reserved | Privacy Policy | Terms of Use, 5 Vital Metrics To Measure Diversity In Higher Education. You need a strategy. The best way to do this is by defining S.M.A.R.T. How do they materialize and what value do they add? Metricsrepresent the different methods we employ to understand change over time across a number of dimensions or criteria. As a general practice, retention is an extremely important metric to determine performance in higher education, however environments that breed high-turnover among underrepresented faculty and staff is a key indicator that something is broken. Data is nothing but a bunch of information if its not manipulated to create meaningful value. Once targets or other goals are … To know whether we were successful in doing this, we felt that understanding who attended the Symposium would be a useful indicator. One of the factors that may be affecting the aforementioned retention is compensation disparities. Benchmarking Diversity and Inclusion Practices in Australia Key Findings Prepared by Dimitria Groutsis, Diane van den Broek, Andreea Constantin (University of Sydney) and Jane O’Leary (Diversity Council Australia). If faculty and staff aren't sticking around because they don't fit into the school culture you have developed, the diversity at your institution will be hard to change. More than half (55%) of all 2016 DBP Benchmarking Companies track whether their suppliers are owned by LGBTQ people, while 76% track whether such businesses are owned by women of color. Today, we have analysts making an exceptional living by simply interpreting this data and selecting key metrics in a dashboard or a tool used to simplify complex data sets to provide users with at a glance awareness of current performance. There’s a good chance they’ll look for more equitable opportunities which affects your retention metric above. The indicators will be used to set different targets for universities – encouraging diversity in the sector – as well as to measure the performance of institutions over time and to hold them accountable. Assign responsibility and establish accountability. Different teams, business units, groups or even individuals). If you're not seeing the activity, this will give you a preliminary heads-up that you might want to tweak your strategy. The discomfort is not surprising. Be smart. To Measure Diversity In Higher Education that you should be tracking. 68% of companies they surveyed measure and monitor diversity and inclusion in their recruiting. See much more specific and something that at the end of the Fall semester you can look back on and see how well you've done. Developing, infusing and promoting diversity into your school culture is where it starts. It could be argued that the first step toward accurately measuring Diversity and Inclusion would be to work on developing inclusion first. Thou shalt collaborate with business units and functions to determine how D&I will impact their business strategies, and set goals and measures accordingly. Throughout this diversity series, we've made the case for why a more diverse learning environment is one, that ultimately produces greater results. ... level, and did this role as part of other job responsibilities. N… Diversity Pacing is very similar. For example, benchmarks could be used to compare processes in one retail store with those in another store in the same chain. Read our Ultimate Guide to Diversity & Inclusion in Student Recruitment. Diversity still a barrier to progression Global organisations are struggling to help translate D&I strategy into action. Diversity shouldn't cost a lot of money, the investment should mostly be in time for strategizing, implementation and measurement. By maintaining balance and equal pay for equal work regardless of race, gender, race, or age, your retention stats will begin to improve. Retention – As qualitative measures of experience build inclusion; improved retention is a quantitative measure that reflects fewer grievances and reduced social distance. You set intermediate intervals. The key to benchmarking and accountability through comparison is not really the indicators or information themselves, but rather the means by which, in regard to benchmarking, an institution, formally through its board of governors, determines its peers for the purposes of comparison. You would be surprised the answers and looks we often get. In addition, if we monitor all of our events in this way, we can see whether our audience varies as a result of changes we might make in language, marketing, location, topic or other inclusion measures we might trial. Using the example above, in order to stay on track to be "successful" and hit your Fall semester SMART goal, you should be seeing a 2.5% increase in female non-traditional student enrollment among key programs by midterms. Instead, we have overall database and top quartile benchmarks. With corresponding benchmarks set at high levels, you can use key performance indicators to evaluate what actions are effective in bringing your company closer to the benchmark levels. Diversity isn't just about metrics and the data it interprets, its not sustainable on its own. Their salary band reflected this with most Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World (GDIB) to all who believe in the value of diversity and inclusion and who are committed to continuously improving standards. Less diverse classrooms can come across as unwelcoming to minority applicants and current students. 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