 Where are you
today?
"Effective measurement is the heart of a proper
diversity strategy."
Diversity at
Work
In Stage Two, we collect data to assess your organization's
fairness. We build on your existing information and
recommend how to fill any gaps in your data.
Unfairness can exist for two reasons:
- An organization's policies and practices are unfair.
- People treat others unfairly.
By calibrating both reasons, you can create a valid
baseline to monitor progress.
At TWI we offer a range of tools to measure inequity.
Some provide a quantitative analysis of the full diversity of
your workplace. Others assess the perceived fairness of
policies and programs. The tools that assess the core
competencies of equitable leadership make TWI's validation
process unique.
For Example:
Reality Check - a group meeting using
audience response technology to gather employee
information. The result is live data as well as a data
file that can be analyzed afterwards for additional insights.
How do you create more equitable
leaders?
Research shows that how
leaders treat their direct reports has a major impact on
retention and engagement. An organization's reputation
attracts employees, but relationships with the immediate
managers usually determine how long employees stay and how
productive they are.
Core competencies of an equitable
leader:
AT TWI we have identified
seven core competencies of an equitable leader. Using
these competencies, our tools assess the attitudes and
behaviours of organizational leaders. From here, leaders
use external normative comparisons to increase self-awareness
and build personal action plans.
View a full inventory of our TES© Tool Box.
Questions to ask:
Where are you today in relation to that vision?
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