Diversity & Inclusion at

[company]

Report powered by Culture Amp

How to use these slides

In this deck, we have compiled the most effective components for

presenting the Diversity and Inclusion Survey. There are speaker notes in
the presentation; and this deck will be even more effective if tailored to
your organization.
You know your leaders/employees and what From having worked with hundreds of
will resonate with them, feel free to mix and companies to implement D&I initiatives, we
match the following slides to what will be the know that storytelling works. We’ve added
most impactful. space along the way for you to add your own
personal experiences.
Overview

• A business case: The importance of

Diversity and Inclusion
• The difference between Diversity
metrics & Inclusion metrics
• 4 reasons and benefits to measuring
Inclusion alongside Diversity
• A proposed project plan
A business case
The importance of Diversity and Inclusion

Inclusive leadership Companies in the top The relationship between

improves team quartile for racial and ethnic Diversity and Innovation is
performance by 17%, diversity are 35% more positive and statistically
decision making quality by likely to have financial significant
20%, and team returns above their
collaboration by 29% respective national industry
medians
The future is intersectional
For every 100 Straight White Men exiting
the workforce, only 66 Straight White
Men are filling their shoes.

The entering workforce is increasingly

more diverse - more women, more people
of color, and more than 2x the people in
Gen Z identify as LGBTQ than in Gen X.
 Why it’s important to [Company]

[Add statement about why Diversity and

Inclusion is important at your company]
Diversity metrics versus Inclusion metrics

Diversity metrics measure balance of Inclusion metrics measure if the

people in the workplace employee experience is equal

Straight White Men

15% African American
Black Men
11% Latinx or Hispanic Asian Women

1% Native American Latinx Women

15% Asian American Single Parents

LGBTQ+
Step 1: Use a D&I survey to get employee feedback

A D&I survey pairs research backed questions with demographic

data to assess an equitable and inclusive culture:

Democratic Confidential 3rd Party

Everybody gets a vote Marginalized voices are A trusted provider with

given a confidential way to secure data practices and
share their perspective analytics
Reason 01

To see how we’re doing

We’ll be able to use Culture Amp’s

benchmarks to compare our progress
against:
• Over 165 organizations
• Across 30+ countries
• A range of industries: Technology, Non-Profit,
Education, Media, Professional Services and
beyond
Reason 02

To get a baseline

We’ll be able to quantify how we’re

doing so we can:

• Get an accurate perception of the

current state of inclusion
• And assess the impact of our
programs moving forward
Reason 03

To find opportunities for

improvement
We can use powerful analytics to see
where employees are having a different
experience and the areas where we
could have the greatest impact
Reason 04

To drive change in the

organization
We’ll have access to Culture Amp’s
Inspiration Engine with proven
recommendations for driving change:

• Created by thought leaders like

Awaken, MoreThanNow, and
Future Women Academy
• Customized by practitioners at
companies like P&N Bank and
Auto Trader
Anatomy of an inspiration
Excerpt & rationale
We can learn more about
the rationale behind each,
including links to relevant
research
We have the control
We can select the
inspiration that aligns to
our needs and resources,
or create our own
Preliminary instructions
We can use the
instructions to immediately
get started on driving
change
 Using the Inspiration Engine

Teams taking focused action tend to see

a 4 to 8% uplift in employee experience
 Project Plan

How we’ll measure it

 1. Belonging

2. Fairness

3. Opportunities and
resources
7 Factors of D&I 4. Decision making

5. Diversity

6. Voice

7. Contribution to a broader
purpose
 1. Gender identity 7. Tenure

2. Race/ethnicity 8. Caregiver
status

3. Sexual 9. Family status

12 Demographics orientation

4. Transgender 10. Native

language

5. Age 11. Physical

abilities

6. Education 12. Veteran status

Project Plan

Proposed timeline
Dates Dates Dates Dates Dates

1. Finalize survey design

2. Survey launch &

communications

3. Survey is live

4. Analyze results with

leadership and specific
employee groups (Diversity
Council, ERGs)

5. Share results in All Hands

6. Take Action
Next steps for action

• [Insert key takeaways that you want to ensure the group understands]
• [Insert the next tangible steps to move forward]
• Example: Agreement on timeline + commitment to action
• Example: Survey review with key stakeholders
• Example: Inform the communications team to ensure a smooth launch
• Example: Reserve time at a future all-hands date to announce the survey launch
Questions?