Intentional Diversity Transformation: Building an Inclusive Culture Using Transformational Analytics

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The primary issue that Diversity must deal with is very hard for some to imagine and believe, that is, showing Diversity’s measurable impact on organizational strategy and the financial bottom-line. The ability to utilize a diverse mix of human and other resources to create unique blend of strategy focused solutions, by its very nature, creates an innovative competitive process that is difficult to copy – thus making it a competitive advantage (largely invisible to competitors).

Although most organizations have come a long way in introducing better metrics for Diversity on their corporate scorecards, there is still a great deal of work to be done. Even the best scorecards need improvement in some key areas to evolve to the next level of performance impact. Metrics in several Diversity Scorecards focus on counting activities, not producing outcomes and organizational transformations.

There is a distinct difference between generating “outputs” from scorecard action plans and producing “Strategic Outcomes” and “Intended Transformational Impacts”. “Strategic Outcomes” and “Intended Transformational Impacts are defined as “the planned, intended measurable result or effect of an action, situation, or event; something that follows due to a planned execution of measurable actions which result in intended consequences (or unintended consequences) that add value and drive evidence-based change.

This book will help you develop an Intentional Diversity Scorecard using Diversity Transformational Analytics® created by Dr. Edward E. Hubbard, Ph.D. to drive organizational change and “next level” impacts based upon a “Logic Model” framework. Diversity Transformational Analytics® is a registered trademark of Hubbard & Hubbard, Inc., All Rights Reserved.

Using this methods described in this book, you will be able to:

* Assemble a DROI® based Intentional Diversity Transformation Scorecard using a “Logic Model” to report Diversity’s contribution to the bottom-line.

* Build a Diversity Strategic Outcomes-based scorecard using a Logic Model framework.
* Link the “right” Diversity measures to the organization’s measures of performance.
* Build a measurable business case for Diversity and Inclusion that is evidence-based focused on "transforming the organization' culture, systems and processes using Transformational Analytics that drive strategic business outcomes with predictive accuracy.
* Implement a multi-step process to evaluate Diversity’s impact and contribution which guides your initiatives to their intended outcome, impact and results.
* Identify some basic Diversity scorecard components.
* Construct a series of Hubbard Intentional Diversity Transformation Scorecard® indices that are link to the organization’s key business drivers.
* Report results using your “enhanced” Intentional Diversity Transformation Scorecard metrics demonstrating contribution and return-on-investment impact that lets the C-suite know DEI is well worth the investment and a Profit-center.

* Plan how to track each Diversity and Inclusion measure in a “Logic-Chain” to produce an “intended outcome and impact that drives change”.
* Address critical implementation issues that help integrate the “enhanced” Diversity scorecard into the fabric of the organization’s normal mode of operating.

In addition, you will improve the accuracy and credibility of your Diversity metrics by linking them to critical success factors as well as learn how to select the right metrics which support organizational performance and success.

 

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