PwC"s DEI Impact Measurement: Connection and Retention Strategies

In the context of increasing political polarization and resistance to inclusion efforts, organizations are recognizing the importance of measuring the impact of their diversity, equity, and inclusion (DEI) initiatives. PwC's chief people and inclusion officer, Yolanda Seals-Coffield, emphasizes the necessity of inclusion networks, which are supported by senior leadership, to foster a culture of belonging and respect for all identities within the firm. These networks play a crucial role in addressing issues related to allyship and intersectionality in the workplace. To effectively measure the impact of inclusion efforts, organizations must adopt a data-driven approach. This involves designing programs that not only promote inclusion but also assess their effectiveness through employee feedback. Surveys can be utilized to gauge feelings of connection and belonging among employees, while retention rates of diverse group members serve as a key indicator of success. Regular assessments, including annual surveys and focus groups, can help organizations identify areas for improvement. Retention of diverse talent is critical, as hiring alone does not guarantee success if employees do not feel valued or included. PwC actively creates opportunities for cultural events and developmental programs to enhance connections among employees and celebrate diversity. For instance, the launch of the PACIN Connects series by the Pan-Asian Community Inclusion Network exemplifies this commitment. Ultimately, the decision to measure the impact of inclusion work is vital. By implementing consistent activities and evaluating their outcomes over time, organizations can demonstrate the undeniable benefits of their DEI initiatives, fostering a more inclusive and supportive work environment for all employees.