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
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
* 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
* 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
how to track each Diversity and Inclusion measure in a “Logic-Chain”
to produce an “intended outcome and impact
* 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.