Measuring progress on visible diversity is easy; measuring - less visible diversity characteristics, inclusiveness, or the impact of D&l on organization goals is much harder. Explore how to engage leaders in tailoring organization-level goals to your own business unit strategies. Where can D&l make a difference? How can its contribution be best measured in order to drive the desired behaviors for success?
• Identify the components of a balanced scorecard approach to D&l measurement.
• Differentiate between process/outcomes measures and determine when each is appropriate.
• Have two new approaches to measure the extent to which D&l is embedded in HR and business processes, and its impact.
• Suggest new measures for your own organization, and apply the concepts to your own measurement challenges.
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Mary L. Martinéz
director, Diversity and Inclusion Practice
APTMetrics, Inc.
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Mary Martinéz is the diversity and inclusion (D&I) practice leader for APTMetrics, Inc. As an experienced D&I practitioner, she provides guidance and support for organizations that are committed to maximizing the bottom-line benefits of D&I through assessment, engagement, and measurement. She has more than 20 years of experience as a consultant and as an HR leader in organizations representing multiple industries and in the nonprofit sector where she has implemented a wide range of diversity and talent initiatives. Her capabilities include designing and implementing strategies and processes, creating and delivering training, and implementing organization development interventions. Most recently, Mary led the global diversity consulting practice for Mercer/ORC Networks (formerly part of ORC Worldwide -- where she began her career, and to which she returned in 2008). Immediately prior to this, she was responsible for global performance management and professional development at Alcatel-Lucent where she was instrumental in integrating the merged company’s talent processes.