Boosting ROI through Diversity and Inclusion in Health CareCASE STUDY
One of the areas we specialize in is marrying our knowledge of mindset and human behavior with data and analytics. Using an analytics based approach to diversity and inclusion, we have been able to consistently demonstrate ROI for our clients.
Our client was a midsized health care institute that was seeing a dip in employee engagement and turnover of non-white staff. According to an employee survey administered, some employees felt that the organization was “diverse” but not necessarily “inclusive.”
The goal was to reduce attrition and reinvigorate the entire workforce around diversity and inclusion goals.
We began with our current state 360-degree Organizational Assessment, combining multiple sources of data to assess D&I maturity across the employee journey. Our Organizational Assessment gave us several important insights, across not just people and culture, but organizational design, processes, and tools that may be impacting diversity and inclusion.
Thereafter, we worked with the client to develop a Diversity Council with representatives across functions. The Council’s goal was to set a vision and strategy for diversity and inclusion in the workplace, as well as develop D&I policies and processes for collecting feedback and addressing discrimination complaints.
Based on our insights and metrics agreed upon, we employed a multi-step diversity and inclusion strategy that included using our people analytics and talent optimization tool to create greater diversity within teams, implementing customized micro-learning and coaching for middle managers to instill new behaviors and mindsets related to diversity, enabling two-way communication and content sharing on Diversity topics, launching interactive workplace events, and incorporating a feedback system that allowed employees to confidentially voice concerns related to inclusion and bias to the Diversity Council.
Throughout deploying our 6-month strategy, we tracked business-critical metrics through various modalities.
Our pulse survey data showed that 89% of employees noted an increased appreciation for the importance of diversity and inclusion in the organization. Women-of-color noted feeling more opportunities to share their ideas in meetings, as well as express personal identity from day to day. The company intranet saw 100% more employee logins, and inclusion eLearning had an 85% level of completion.
Using Gallup measures, employee engagement scores increased as a whole by 22%. The company also saw a significant decrease in employee attrition and improved productivity metrics. Through combining multiple types of data, we were able to conduct diversity and inclusion analytics that drove our strategy.
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