Leveraging Data and Metrics to Foster Diversity and Inclusion

Katherine Conway believes that fostering diversity in a global company like Aon goes beyond having different perspectives. She emphasizes the importance of inclusivity, where everyone feels empowered to speak up, contribute, and challenge ideas. An inclusive culture is crucial for unleashing creativity and innovation, as it creates a sense of belonging and unlocks individuals' potential and performance.

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Conway, as the global head of inclusion and cultural initiatives at Aon, works across 100 countries, representing 50,000 colleagues. Her role involves ensuring that all colleagues understand their responsibility in building an inclusive culture where they feel connected, valued, and relevant, allowing them to reach their full professional potential.

Current Trends and Challenges in Diversity and Inclusion

Besides the ongoing challenge of building diverse representation at all levels, there is a growing demand for increased education and support for various life stages, such as fertility, family support, and menopause. Organizations are becoming more comfortable discussing once-stigmatized topics and recognizing the need for inclusive policies and approaches. Mental health, for example, is now a regular conversation, whereas it was rarely addressed a decade ago. Additionally, there is a focus on disability and neurodiversity, ensuring equal opportunities for individuals with disabilities and different cognitive abilities.

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Having diversity data really helps understand whether inclusion and diversity programs are working

Aon's Initiatives for Attracting and Retaining Diverse Talent in Technical Roles

Using Data and Metrics to Track Diversity and Inclusion Efforts

Data and metrics play a vital role in monitoring diversity within the workforce. Aon encourages employees to self-identify their demographic data, including ethnicity, sexual orientation, gender identity, and disability status. By comparing this data with the available workforce, organizations can ensure good representation at all role levels. Tracking diversity over time helps identify trends and potential gaps to address. Additionally, tracking inclusion, although more challenging, can be achieved through listening strategies, colleague surveys, exit surveys, and various records to gauge the overall sense of inclusion.

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The Impact of Remote and Hybrid Working on Diversity and Inclusion

Remote and hybrid working arrangements provide flexibility for individuals who prefer to work from home or require accommodations due to neurodivergence or parenting responsibilities. These new working styles can support diversity and inclusion, but it is essential to prioritize well-being and mental health. In-person connections and team interactions are crucial for social well-being, ensuring opportunities for learning and development. Managers need to enhance their inclusive people leadership skills and demonstrate compassion and empathy to navigate the changing work environment effectively.

The Role of Employee Resource Groups

Employee resource groups (ERGs) at Aon are driven by passionate colleagues and allies who aim to create an inclusive environment and raise awareness. These groups require clear governance, executive sponsorship, and strong connections to leadership. The regional inclusive leadership councils at Aon ensure that the ERGs have the necessary support and collaboration.

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Advice for Leaders in the Diversity and Inclusion Space

Conway advises leaders in the diversity and inclusion space to actively engage with managers and leaders, helping them understand their role in driving inclusion and building a diverse workforce. Diversity and inclusion leaders cannot achieve progress alone; it requires collective effort. By empowering managers to embrace small changes and recognizing the substantial benefits of a diverse and inclusive culture, organizations can foster a thriving business environment.

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