How to promote diversity and inclusion with HR Service Delivery technology

We all know that diversity and inclusion is important. The sharing of different cultures, beliefs, values and norms has made us smarter, more innovative, empathetic and global. A lot of recent research supports the idea that greater workplace diversity leads to greater profitability, customer centricity and increased employee engagement.

Additionally, more and more socially-conscious Millennials and Gen Z are entering the workforce (33% of today’s workforce and 50% of the workforce by 2020). These workers are attracted to companies with formal, distinct and active inclusion programs—making diversity and inclusion programs a top priority for CEOs.

Today, firms around the world are spending billions to attract a diverse workforce and promote cross-culture learning. Some initiatives companies are taking include deploying programs like Employee Resource Groups (ERGs) and Employee Networks (ENs), and investing in technology to monitor, measure and enhance workplace inclusion.

We’ve also learned that just hiring more employees from underrepresented groups or introducing a new process does not mean you will have a truly inclusive workplace. Inclusion programs will not succeed and improve over time without continuous analysis of the way people interact and perceive the state of inclusion across the organization.

Communicate and promote

HR Service Delivery technology provides employees with a knowledge portal where HR can target personalized campaigns and promote content like new Employee Resource Groups, Employee Networks and surveys about D&I. Using case management workflows, employees are able to communicate with HR for more complex requests not answered in the knowledge portal.

Monitor and improve

With HR Service Delivery software, HR teams can use dashboards to proactively monitor diversity and inclusion efforts—and quickly take corrective measures to improve. Analytics and data visualization tools empower HR teams to unlock insights into article traffic, spikes in policy searches, and the number of discrimination cases being opened.

These analytics enable HR to better understand patterns related to inclusion content, and decide whether content needs to be refreshed, moved to the front page or targeted to certain populations. The content can also be promoted on the homepage and in search results for a specified period of time.