And AYP PEO and EOR solutions can help manage these business aspects for you.
Diversity and inclusion have become business priorities, goals, and even differentiators from fellow corporate competitors when it comes to recruitment. Employees want to feel safe and respected at their workplaces, so by focusing on diversity and inclusion, your company will be able to draw from a wider talent pool from all over the world.
So, how can your company push for diversity and inclusion today? With the use of HR analytics, you can better commit to diversity and inclusion efforts. Then, not only can you improve recruitment, but also improve employee engagement and productivity.
To give you a headstart, here are three metrics that are useful for measuring diversity and inclusion.
1. Compare Employee Diversity and Application Pool
A good first step is to look at the talents that are applying to your open job positions and who you are actually hiring to join the company.
If your employees aren’t particularly diverse, but you have diverse talents applying for the open positions, then your recruitment process may need to be relooked. There may be bias involved, and resolving it would be helpful to achieving diversity. As a general rule of thumb, your employees should reflect the diversity of your application pool.
HR analytics can help you assess your current recruitment process, identify aspects that are deterring diversity, and offer relevant data for you to effectively build a more diverse team.
2. Find Out More About Employee Job Satisfaction
Inclusion refers to how included, welcome, and comfortable your employees feel in the workplace. Since these aspects are usually rather invisible, your company needs to implement measures to find out more.
By measuring your employees’ level of job satisfaction, you can find out more about team dynamics and the general work environment. Do your employees feel discriminated against? Are their opinions heard during team meetings? How are they being treated by management and are they getting along with most of their colleagues?
HR analytics can collect and analyse the data for you, giving you a detailed report on how inclusive your company currently is. And by having access to that data in an easy-to-navigate platform, you can make well-formed decisions and take steps to become more inclusive immediately.
3. Measure Diversity & Inclusion Across Your Organisational Levels
Take a look at the employee demographics of your company across all organisational levels. Between the entry-level jobs and the managerial positions, for example, is the level of diversity and inclusion the same? If there is a significant difference, you may want to look into initiatives that promote diversity and inclusion.
HR analytics can consolidate all of your findings in a single report, so you can have a detailed overview on what your company is doing great in and what aspects should be worked on. This way, you can implement long-term solutions to encourage diversity and inclusion in the most effective ways.
AYP Has The HR Analytics You Need
AYP Global Pay is a single digital platform that offers both Professional Employer Organisation (PEO) and Employer of Record (EOR) solutions. With a single dashboard, you can easily access all the HR features that your business needs, and that includes improving recruitment and offering HR analytics for encouraging diversity and inclusion in your company!
And with AYP Global Pay covering all bases when it comes to managing your business, you never have to worry about anything HR-related again. Ready to let analytics, data, and algorithms help you improve your HR processes? Learn more about our platform by scheduling a demonstration today!