A "behind the scenes" talk on our latest work with LEAD, producing webinars on powerful data-driven diversity and inclusion practices.


Gender diversity and inclusion is a high-profile topic in modern organizations . The goal of having gender parity in a workforce is not an arbitrary key performance indicator, but can have a positive and measurable business impact.



In 2018 the WISE report "Why gender diversity makes business sense" stated:

“Organisations that lead the way on gender diversity so often also lead on performance and even profitability. Those that ignore diversity risk losing out to the competition.”

Increasing evidence suggests that a well-managed and diverse team will be more innovative and have more common experiences with an end user. More diverse workforce's gain a competitive edge in the fight for talent, as a diverse labor force signals an attractive work environment.


For example the Harvard Business Review reports on a survey in the U.S. and Western Europe:

“Of 1,000 respondents, the job site Glassdoor found that 67% of job seekers overall look at workforce diversity when evaluating an offer.”

Yet despite progress towards gender equality, the majority of organizations still have a long way to go before they reach parity.



Expanding the pink talent pool


Humdex has been working hard to bring its brand of data driven analysis to the D&I issue. Partnering with LEAD, Leading Executives Advancing Diversity, to construct and conduct online webinars on how internal and market data can be used to unlock a powerful, diverse workforce, or as we coin it; “expanding the pink pool”. Our speakers, Founder Caroline Brent & Senior Consultant Thea Roberts, have already met with much success for part 1 of their 2-part webinar series, which you can listen to for free here, so we take this opportunity, before part 2 go live, to get some “behind the scenes” information on the topic.


Just a few questions



1. What was your reasoning/motivation to tackle the hot topic of D&I?


C- We know from research that a diverse workforce delivers better results both in terms of financial performance and innovation. We are particularly interested in gender diversity as we have researched data that shows that the more gender balanced the workforce the smaller the pay gap between men and women, that is a good thing.


T- Having experienced being the only female leader in many leadership teams, and having seen the data that shows the financial benefits of a diverse workforce, I'm passionate about changing the thinking and actions that businesses take now and in the future towards a balanced and inclusive workforce.


2. How important, in your opinion, is it to use data effectively in the execution of D & I strategy/planning?

C- D&I strategy and subsequent targets should be data based and not emotionally led. We feel this gives the best chance of success, allows real market comparisons and, when well communicated to all stakeholders, drives positive engagement.


T- Whilst we all inherently know that having a workforce that represents the population mix is the "right thing to do" data gives this idea power, reach and structure to make and measure lasting change.


3. In the current ‘lock down ‘environment in many countries. How can people do to start to use data like this in planning for when their world restarts?


C- Even though change is challenging to enact in the present circumstances, the way some of us are working currently might give the time for thought and reflection. A more gender balanced world needs planning and commitment. Now can a be a good time for analysing your own data and linking this with relevant external influences that can help you plan that change. The world will be a different place, but gender imbalance will still exist. Now could be the perfect time to plan how to work to redress that balance.


T- Depending on your circumstances and the workload you are currently experiencing through the Covid-19 situation, now actually might be an appropriate time to review your business' D&I picture. The first step is to gather internal data to understand your D&I shape by country, business group, function and level. Could this be done NOW so you have a foundation to build your plans on?



4. What were the unique challenges and benefits of presenting in an online webinar format?


C- We are so enthusiastic about what we do, and we also like to really involve people in our thinking and approach so that it answers their questions. We are also happy to be side-tracked and move to those areas that are interesting for those that we work with. In a webinar, delivering that style is a little more difficult. However, we hope people hear enough to want to contact us so that we can understand the questions they have and help to find the right answer for their organization.


T- As a strong extrovert I do get my energy from being with other people. Whilst a webinar is not quite the same as interacting face to face, it is still a great way to connect with others. A webinar has so many benefits as it allows us to cover this important subject matter with hundreds of people, from across several continents, in a time and cost-effective way.



5. By participating in events like this, what are you finding the reception to sophisticated data driven D&I analytics is?


C- I think that many people have some internal data on D&I but find the added dimension of how external data can influence their plans new, exciting and sometimes a bit concerning. We love to show how to bring those two elements together so that we can give that 'ah ha' moment and encourage broad based thinking and a very fact based, measurable and deliverable D&I plan. It positions HR people professionals as data competent and fact led – perfect.


T- We know that registrations for our webinar were in excess of 230 people, the feedback rate was high at almost 25% and the webinar recording is one of the most visited pages on the LEAD network website - which is really exciting!! It tells us that the interest and reception are really strong for this topic and that people want to learn about producing sophisticated, data driven D&I plans for their businesses.



6. How else does Humdex help companies with their people analytics?


C- This is only one aspect of how people analytics can help companies plan and grow. We have a major interest in helping companies develop data driven SWFP as we believe this is the root of a sophisticated people strategy. We can also help with data analysis, planning and strategy during acquisition divestment and in culture and technological change strategy - in essence good data is never wasted in any people process, and we are here to help.


T- D&I is an important part of sophisticated human capital strategic planning, and should be a part of a businesses' overall strategic workforce plan, which Humdex can support businesses in analysing, developing and finessing. Humdex are experts in supporting businesses to deliver against their business plans by ensuring that they have a sophisticated people strategy that combines their internal data with the external market place.


7. When can we expect part 2 of your webinar on D & I to take place, and how can people sign up to hear it live?


C & T- Recruiting for D&I is an important step in the delivery of a business' D&I strategy. How you "Go to market" with a sophisticated plan will determine your speed, impact and success. Join Caroline and I on May 15th to hear more about the value that a sophisticated gender diversity plan will drive in a business and how you might take such a plan to market.


Sign up to the webinar here.


We work hard at keeping up to date and informed on the latest trends and news affecting the world of people analytics & strategic workforce planning. If you would like to know more about the work we do, then please contact us.


Author -Scott Brent


Subscribe to our bi-monthly newsletter for more insights, news, light reads and trends from the team here.



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How to adjust to working from home whilst in the middle of this pandemic & is this the future of the way we do business?



Firstly, I would like to thank all of the Humdex team, our families, friends and colleagues, plus our newsletter and article readers for their ongoing support at this difficult time. We are all impacted by the current Coronavirus pandemic wherever we are. An impact that also has the potential to change the way we work forever.



A catalyst for change


The Financial Times writes:

“A sustained period of home working could raise questions both about the adaptability of managers and the practicality of encouraging more remote work.”

We know that this pandemic is different from previous experiences like the virus SARS. It is far more wide reaching but also the “the tech is better than it was in the last pandemic. People are more used to it,” says Gartner’s Mr Kropp. It is said those businesses that have the capacity to leverage a workforce and can operate remotely will see some benefit in maintaining the essence of these work practices. The virus has catalysed so much social change out of necessity, from concepts that were not considerations previously. We are seeing now that it is the easiest it have ever been to effectively coordinate, communicate and operate from a home base by using modern, accessible and inexpensive technology, companies will not want to turn all the way back.

“Once effective work-from-home policies are established, they are likely to stick,”

Karen Harris, Managing Director of consultancy Bain’s Macro Trends Group



Recommended reads


I would encourage you to read the remainder of our referenced article by the Financial Times, as it introduces some interesting thoughts on the impact of ex-pats returning, corporate health policies and their evolution post Covid-19. We would also like to recommend another read; a piece by Mary Sigmund at YPO and her interview with the CEO of Acceleration Partners, who have been reaping the benefits of remote work for over a decade. There are some stand out action points to be taken from this piece.



What do we know about working from home?


Humdex is a small team of capable individuals who are located in several locations across Europe. As such we have built up a solid foundation of experience when it comes to working remotely and, on an individual level, I have personally worked from home for long periods at a time. Below I have written some personal learning points that I have picked up over the years which you may find useful.


My personal tips for working from home:


1. Try and take regular breaks- Where possible take a break every 30 minutes, get up, take your eyes off the screen and walk into a different room. It is very easy when working from home to burn out, we are not presented with the sporadic social distractions we have when working in a public space. This also goes doubly so for taking a lunch break and making something sufficient for a meal. That break during the middle of the day is a great opportunity to compile the day so far and re-centre for the remaining half.

2. If possible work and play in different rooms- Try not to work in the same room that you normally relax in. Having a clear segregation between where you work and where you spend your free time will help you stay in work mode during hours and relax better when “off duty”. 3. Set daily goals- When you are your own master and motivator it can be incredibly useful to write down your major aims of the workday first thing in the morning. Work to these aims, tick them off as you achieve them, this way you stay to task and get an important success moment when you tick off each goal. 4. Use a monitor- Most of us will be working from home using our laptops. I cannot emphasize enough how much of a game changer I find using a monitor when working from home. For me, it not only prevents a bad back, as I am not hunched over a small laptop screen which is at the wrong height, but I find it reduces my chance of getting headaches while working. For me, a brighter back-lit screen and larger display means I relax my eyes more and squint less.

5. Don’t work in your PJ’s- A major error a lot of us can make when working from home. Whilst wearing comfy/bed clothes when working from home on rare occasions can be quite liberating, I find it has a poor psychological effect on me if I do this for extended periods. The process of getting changed and ready into clothes you would work in sets your mind to the day (things do not have to be seriously smart here). In your work clothes you are subconsciously aware that whilst in them you are there to do something productive, whilst the danger of wearing your inside casuals is that physical disconnect between you and your work. 6. Use video and phone calls to stay social and stay connected- I find using video conferencing tools such as Google Hangouts, Zoom or Skype are an essential part of the remote working tool kit. Without hearing a human voice for so long, a lot of us (including me) can get stir crazy. In addition, as time goes on, we will feel more and more disconnected with a team or task. Talking with others will naturally help you tether yourself to the task at hand and know where you are in relation to the wider work/business. Moreover, some concepts and conversations are almost 100% better delivered in “person”, rather than sent over in email after email, which can often lose meaning in translation.


Stay safe & keep healthy


We are in a huge period of flux and change. I think the landscape in which we work is set to change forever. The adaptability of management and the ability to utilise available technologies to maintain productivity during this unprecedented period will be our biggest test yet.

Like all of you we are concentrating on our own health and that of our families, our friends, our work colleagues as well as those in the broader society. We will continue to produce content, that we hope may be useful and interesting to you at this time as long, as we are able.

Our thoughts are with all of you. We wish you well and healthy. The Humdex team



We work hard at keeping up to date and informed on the latest trends and news affecting the world of people analytics & strategic workforce planning. If you would like to know more about the work we do, then please contact us.


Author -Scott Brent


Subscribe to our bi-monthly newsletter for more insights, news, light reads and trends from the team here.



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