Why measure diversity?

Diversity Atlas is a diversity data-analysis tool that improves businesses + orgs in a global world. Not only can measuring diversity in your workplace help improve staff engagement and wellbeing, it can strengthen business outcomes and performance.

Use Diversity Atlas to unlock the power of diversity

Research widely shows that diversity in a workforce can be a source of creativity and innovation, expertise and insights into target clientele/audiences, and improved productivity. But mismanaging diversity through exclusionary practices can impact team performance, create employee disengagement and overlook business opportunities. By analysing data on language, religion/worldviews, countries of birth and ethnicity, Diversity Atlas provides businesses + orgs with the tools to thrive and unlock new opportunities in a diverse and globalising world

1. ?

Measuring cultural diversity will enable your organisation to develop effective strategies for recruitment, inclusion, engagement based on your specific diversity makeup. By measuring diversity a diversity baseline is established, enabling you to track changes to diversity across time, and to evaluate the impact of your strategies.

Use Diversity Atlas to measure the following:

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Your overall diversity

How diverse is your organistion, and in what way? Survey factors such as gender, age, ethnicity, language, religion, disability, education and more. Generate a comprehensive data profile, along with a unique weighted cultural diversity index, which you can use to track changes to diversity over time.

The diversity gap

Once data is collected, understand your diversity gap. Diversity gap analysis takes many forms, depending on your business’ individual needs. For example, we can compare the difference between your workforce’s diversity profile, and that of the target community or customer base. Use these insights to shape engagement and recruitment strategies. What about the diversity gap between levels of influence within the organisation (between leadership, middle management, and entry level staff)

Diversity participation

Who is participating in your programs, and who is missing out? Diversity Atlas can be used internally to analyse inclusion in workplaces, or externally as a community data collection tool. (Want to learn more? Check out “Diversity Atlas for community organisations”)

 

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2. agile

Our consultants utilise the Diversity Agile framework to guide organisations to transact and thrive in diverse, complex and global environments. Based on the pillars of diversity, mutuality and inclusion, the Diversity Agile approach, in conjunction with data drawn from Diversity Atlas, provides organisations with a strategic and action-focussed roadmap to leverage the benefits of a highly diverse workforce.

Diversity: The range of attributes that people possess, such as gender, cultural background, sexual orientation, age, ability, education, occupation and diversity of thought.

Mutuality: The extent to which the diversity of your organisation reflects the diversity of your clients, customer base or the community.

Inclusion: What an organisation does to give all team members fair and equitable opportunities, and to engage and empower.

3. difference

Diversity Atlas is informed by the latest research in culture, diversity and inclusion. It was developed by an award winning social enterprise alongside experts in computer science and mathematics, cultural anthropology and religion

We optimised Diversity Atlas to be user-friendly and for businesses wanting to improve their practices through a data-based approach. (Want to learn more? Check out our FAQ).

The Key Facts function generates instant insights into the diversity of your organisation. The dashboard takes an intersectional approach, allowing you to view data on gender, age, ethnicity, language and so on. Meanwhile the Compare function enables you to compare how representative your workforce is of a target community/clientele/audience, as well as compare progress in meeting goals over time.

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