In our last blog, we introduced the “Great Breakup” – a major workplace shift occurring across the country as women switch jobs in unprecedented numbers, according to a new report published by McKinsey in partnership with LeanIn.org. The report sheds light on how women have been underrepresented in leadership for years due to the “broken rung” that prevents women moving up the ranks at the very first step to manager.
The fact is that there are a multitude of steps over a period of multiple years where employees get primed to be promoted where biases often creep in, from the roles employees are offered to how they are evaluated. That’s why it’s essential for an organization committed to change to look at developmental assignments – the different aspects of promotion that bring an employee to the point of promotion – when building a diverse and equitable workplace.
Before you commit to DEI goals, you’ll first need to use data to understand the factors creating disparities amongst employees. Orange Grove Consulting helps organizations examine their promotion pipeline, as well as other talent management processes, through comprehensive assessments.
Assessments will help you gather data at every level of your pipeline development. The three components of an assessment – HR data, employee perceptions, and individual employee experiences – provide a qualitative and quantitative data-driven understanding of your level of workplace inclusion, including areas to expand DEI as well as what’s working well.
One-on-one interviews occur with select employees from all levels in the organization, as well as across categories of race, gender, and more. Since DEI initiatives often fail because employees don’t feel like their voices have been heard, interviewing all employees helps everyone feel like they are contributing.
Examining HR data from a statistical level shines light onto subtle signs of bias, which can sometimes be found through promotion velocity, as there can be a gender gap in numerical ratings, employee performance ranking, and “promotability”.
We use the one-on-one interviews, HR data, and all-employee survey results to create a scorecard report with 12 key performance indicator areas and actionable recommendations. Once you’ve got an objective perspective on how your organization is doing, you’ll be ready to create a strategy based on current state, and then test the effectiveness of your solutions and tackle any equity or perception issues, Through our solutions, we operationalize inclusion for our clients, helping them avoid future challenges such as the “Great Breakup.”