Diversity is full of diversity
Paolo A. Palma, a psychology doctoral student at the University of Western Ontario, took a break from his studies to systematically review diversity definitions underpinning analytics. The Mitacs scholar found divergence in why companies measure diversity and wide variation in how important categories in diversity analytics are defined.
Companies differ in why they track and promote diversity.
The prevailing view is diversity and inclusion (D&I) are strengths helping the bottom line. Hence the interest in diversity management–but beyond this motivations differ. Some engage in D&I practices for reasons of corporate social responsibility. Others do it to reach more markets or increase the opportunity for innovations. While many others only engage in the practice to be compliant with relevant employment laws.
It is important for HR practitioners to be aware of their local laws and practices in diversity management.
There is no one-size-fits-all definition for the categories of diversity. The definitions of race and ethnicity differ by country. As well the laws and practices for data collection vary. Gender is more consistent for the cis-binary definitions; the definitions and rights of transgender individuals varying widely. The definition of and protections around sexual orientation are diverse. Similarly, definitions of disability and legal protections that follow vary from country to country.
For many reasons Visier hopes everyone has a better understanding of how to measure employee diversity. Paolo’s report is part of a greater study on standards for measurement of diversity in organizations. For more information, please contact us.