On this bite-size, we’re breaking down an engagement metric called the Belonging Score. It’s a great tool to gain insights into the engagement on your team, especially when it comes to minority and underrepresented people groups. Joining us to share more about this metric is Adam Weber, Emplify’s Co-founder and Chief People Officer.
Listen via mobile app
[00:00:00] Hey, insights, listeners Nicole here. And thanks for joining me for this week's bite-size insights, empowering people, leaders with best in class information in 10 minutes or less. Alright so on today's bite-size we're continuing the conversation about diversity and inclusion in the workplace and sharing a new way to think about measuring it.
After all as the great Peter Drucker once said, what gets measured gets managed. We talked, it's a lot about the importance of data on this show, but it really is so critical for creating meaningful change within our organizations for two reasons. One, it allows for proactive planning versus reactionary responses.
And two, it provides benchmarks to see if we're really moving the needle. So today we're breaking down an engagement metric called the belonging score. Now this was co-created with one of our customers, Ivy tech, to help them manage the feeling of belonging within their [00:01:00] minority groups. It's a great tool to gain insights into the engagement on your team, especially when it comes to minority and underrepresented people groups.
Joining us to share more about this belonging score is the one and only Adam Webber, amplifies cofounder and chief people. Officer
there's three drivers that work together that create what we call the belonging score and how we've been using this. So we partnered with the largest community college in the country, and we created this belonging score inside of our data. And what it does is it looks at the underserved groups, or it looks at minority groups inside of their school.
And at different locations and they created a benchmark belonging score that helps them know how they're serving with their underrepresented groups. And there's really three main parts to it. So I'll talk you through each of these three drivers and hopefully even if you don't have a data set yourself, you can think through best practices as it relates to each of these [00:02:00] three drivers.
So to make up the belonging score, psychological safety, which is probably my favorite driver. If you hear me, if you've heard me talk before, this is what I'm always talking about, but it is that the employee feels like they can be their true self at work without fear of negative consequence to their self image, to their status, to their career.
And this is one of the areas where when you have minority groups where they feel like they cannot be themselves at work because of fear of negative consequences for retribution. And then to add to that in the post COVID world, psychological safety has taken a huge hit. Because there already was a relatively toxic environment and lots of workforces, actually between the manager that other drivers and psychological safety that was occasionally resolved with bump interactions, like just running into each other at the office or a smile.
Then now there's physical distance between people that make these two drivers have an, even more of a challenge. And you could draw that same correlation between [00:03:00] psychological safety and coworker relationships as well. So coworker relationship that's there's amicable interactions among coworkers that lead to positive relationships at the organization.
There's people here that I trust there's people here that I open up to. And so you can see all psychological safety connects to these. Yeah. The other two drivers and how in this new environment of COBIT as well, where that could be even more difficult because the intentionality needed to create that sense of belonging at an organization is heightened as well.
So, what we're doing specifically with this community college right now is we created a benchmark belonging score. That is the combination of these three drivers. And then we divided it by location and then a minority or underrepresented groups. So we look at it by ethnicity. We look at it by gender and what we're doing is, and we we're basically benchmarking groups of people of that score.
And then looking at the over, under. And [00:04:00] any location that is at the under of the belonging score. They have a diversity committee who is working in supporting with them to drive these specific drivers, to increase belonging inside the organization. So really excited about the work that's being done here, even without data.
Right? If you just look at these three things, what practical things can you do to create a heightened sense of belonging inside the org?
Thank you for joining this week's bite-size insights. I hope that you learned something new and if there's a topic that you want to make sure we address submit your feedback at amplify.com/questions. That's E M P L I F y.com/questions.