Measuring Diversity for Success Bruce Kile Senior Vice

Measuring Diversity for Success Bruce Kile Senior Vice President Workforce Compliance and Diversity © People. Fluent 2015

Agenda • Why diversity matters • The Industry perspective on measuring diversity • Steps to measure diversity for success 3. Next steps to Measuring Diversity 2. The Industry perspective on measuring diversity measure diversity for success 1. Why diversity © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015 matters for Success

About the Survey • May 2015 (survey date) • 420 respondents • 24% have

Moving Beyond Compliancebased goals Diversity Goals © 2015 People. Fluent | Confidential Measuring Diversity

Show of Hands How many of you are currently leveraging diversity metrics to support

Challenges of Successful D&I Program © 2015 People. Fluent | Confidential Measuring Diversity for

After Defining Measurement Goals • Strategic diversity initiative • Metrics to track • How to use information • Accountability © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Organizational Diversity Maturity Beginner Undevelope d 23% Intermediate 30% Advanced/Vanguard 24% Goals Measurement ©

Top D&I Strategic Goals • Creating an inclusive company culture (74%) • Increasing employee engagement (64%) • Helping the company become an employer of choice (61%) © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

What are the Barriers to Increasing the Effectiveness of Strategic Diversity in Your Organization?

Steps to a Strategic Measurement Plan Craft a strategic measurement plan that addresses organizational

Steps to a Strategic Measurement Plan Start comparing the current and desired state as it relates to diversity and inclusion © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Partnering with Vendors Our organization uses these diversity resources 64% 47% 36% 39% 36% 21% 45% 30% 27% 12% Vendors In-house Measurement Experts © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015 Average Undeveloped Beginning Intermediate Advanced

D&I Strategy by Maturity Level We track demographics through an integrated HR system 40. 0% 33. 8% We have in-house measurement expertise available 30. 0% 11. 6% We have used metrics to make the case for culture change 5. 9% We use incentives for D&I goal accountability Advanced Intermediate 4. 0% 0. 0% Beginning © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015 46. 5% 17. 3% We connect D&I investment to business 4. 0% outcomes 0. 0% 45. 0% 27. 8% 19. 0% Undeveloped 64. 7% 54. 9% 64. 4% 61. 5% 55. 7%

Types of Measurements We use these metrics to measure the impact of diversity and inclusion 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 70% 84% 83% 63% 47% 22% Advanced workforce Basic workforce demographics (gender, ethnicity) (veteran status, disability, LGBT) Undeveloped 70% 22% Average 84% 47% Advanced 83% 63% 58% 50% 22% 63% 47% 13% 58% 48% 21% Recruiting outcomes Work environment (employee engagement) Employee retention 22% 50% 58% 13% 47% 63% 21% 48% 58% © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Effectively Manage Diversity Metrics © 2015 People. Fluent | Confidential Measuring Diversity for Success|

The Research Shows … • Measuring multiple metrics • Integrated HR system • Strategic vendor plan • Driving accountability © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

Next Steps Measuring Diversity for Success Leverage metrics to engage workforce Share meaningful insight to further D&I initiative Identify the right internal and external resources to efficiently produce results Identify those diversity metrics that effect change within talent management Understand the maturity level of your existing D&I program © 2015 People. Fluent | Confidential Measuring Diversity for Success| Oct. 27, 2015

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