{"id":7720,"date":"2023-01-13T12:39:11","date_gmt":"2023-01-13T17:39:11","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=7720"},"modified":"2023-12-11T10:23:18","modified_gmt":"2023-12-11T15:23:18","slug":"how-small-businesses-can-collect-and-use-dei-data-boost-growth","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/how-small-businesses-can-collect-and-use-dei-data-boost-growth\/","title":{"rendered":"How Small Businesses Can Collect and Use DEI Data to Boost Growth"},"content":{"rendered":"<h2><\/h2>\n<h2>Attract Talented Staff and Create High-Performing Teams with Targeted Strategy<\/h2>\n<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Attract Talented Staff and Create High-Performing Teams with Targeted Strategy As we begin 2023, emerging and mid-sized businesses are in survival mode \u2014 looking for ways to preserve cash and protect themselves against uncertainty. To weather the storm, organizations are placing a premium on efficiency and team effectiveness. And leaders are being asked to reduce risk, satisfy customers, and take care of their people using fewer resources and smaller budgets.\u00a0 Many teams have stopped investing in their people in order to deliver higher short-term profitability. This response to uncertainty will lead to an erosion in the culture and the best people will resign \u2014 even in small organizations.\u00a0 Don\u2019t take your people for granted, because they still have options. Demand for labor is still running well ahead of supply in spite of headlines that are dominated by layoffs in big tech. Emerging and mid-sized businesses have a golden opportunity to hire and keep top talent, especially those from underrepresented and historically marginalized groups. Companies that empower inclusive teams of people from diverse backgrounds \u2014 and understand what they need to succeed \u2014 have been proven to thrive during times of recession.\u00a0 When diversity, equity, and inclusion (DEI) is framed as a business growth strategy with long-term financial benefits, it\u2019s easier for small business owners to prioritize. But with limited resources, leaders must figure out how to invest in targeted actions that align with the organization\u2019s business strategy.\u00a0 The first step is eliminating the guesswork and gathering relevant diversity and inclusion metrics in order to understand the employee experience and the organization\u2019s current situation. This should be done in the flow of work to increase participation. Employee sentiment can be tracked over time using periodic anonymous surveys, stay interviews and targeted conversations, and information from exit interviews. With each of these methods, it\u2019s important to gather factual evidence and reduce bias as much as possible.\u00a0 Anonymous Surveys can Reveal Hidden Challenges Leaders might assume everything is going well, but how do they know? Do employees feel professionally challenged? Are they able to do their best work? Small businesses can use anonymous surveys to compile diversity metrics that will answer these questions and gauge overall employee sentiment. Because they can reply without fear of their identity being revealed, employees can be honest about their feelings. In a small company, it\u2019s vital that employees understand that their identities won\u2019t be revealed and the data will be examined only in aggregate to highlight trends. To maximize participation, surveys should be short and should include only the questions leaders need to know. Instead of yes-or-no questions, your survey should be structured so folks can rate the company culture. By including statements like the following examples and asking employees to report their level of agreement or disagreement on a scale from one to five, you can pinpoint areas of improvement \u2013 where DEI interventions can improve company culture. Our organization takes active measures to seek a diverse candidate pool when hiring. Supervisors generally assign work without any kind of bias. I have access to career development opportunities at the organization. Our organization enables me to balance my work and personal life. In my organization, I can be successful as my authentic self. Stay Interviews and Honest Conversations Regular one-on-one conversations between supervisors and their direct reports can also be sources of important information about company culture. Stay interviews, where managers ask employees what they like and dislike about their job, can also help establish trust and cultivate meaningful relationships. These conversations can also highlight issues that might lead to dissatisfaction.\u00a0 Exit interviews are another powerful tool for uncovering shortcomings in an organization or management team. Some small businesses might be reluctant to invest in these exercises, as the individual is already leaving. However, exit interviews are a chance to gather important data, like \u201cWhat should we know and improve?\u201d or \u201cWhat would have made you stay?\u201d\u00a0 When employees feel free to speak candidly about their experience, an organization has an opportunity to learn what benefits, perks, and parts of the culture will help boost staff retention.\u00a0 The knowledge gained from these various honest conversations can inform specific plans for the individual or can be incorporated into action plans for the team or organization. Craft a Plan with Specific, Measurable Goals Once you have the appropriate data and you\u2019ve identified what is going well and what needs to improve, it\u2019s time to create action plans that include SMART goals.\u00a0 SMART \u2013 or Specific, Measurable, Attainable, Realistic, and Time-bound \u2013 goals will help you create a strategy that will have a higher degree of success. Without goals and milestones, it\u2019s easy to get overwhelmed with everything that needs improvement. It\u2019s also easy to waste time on activities that might be easy or attractive, but aren\u2019t tied to the company\u2019s bottom line. Pick 1-3 things at a time to focus on so progress can be more easily tracked. Depending on your goals, tactics might include targeted training on topics like Inclusive Language on the Job or Improving the Resume Review Process. Employees might also prefer their training in short, easy-to-understand videos, which provide quick answers to DEI questions.\u00a0\u00a0 With small teams, everyone needs to understand what they are working toward and why it\u2019s important to business success. Leaders can drum up support for their initiatives by crafting narrative stories: explaining what the problem is, how it affects employee performance, the steps the company is taking, and what success will look like. These stories are also an opportunity to set expectations for how long the process will take.\u00a0 Talk About Your Actions and the Progress You\u2019re Making Having specific goals enables leaders to demonstrate the real progress they \u2013 and the company \u2013 are making. Being transparent about your wins, and the work that still needs to be done, demonstrates your organization\u2019s commitment to a more inclusive workplace. Part of that communication should be the value of the workforce data that\u2019s being collected and how the information will be used.\u00a0 Many organizations survey their teams frequently, but don\u2019t explain to employees how the data is being used. If the organization doesn\u2019t act on feedback from surveys and targeted conversations, then employees can become discouraged and reluctant to share their opinions. But when employees see concrete action based on their feedback, they will feel more valued by the organization and be more likely to participate in future surveys and assessments. Communication with the team should also happen on a consistent, predictable basis. Timely communication can counteract the uncertainty members of the organization may be feeling.\u00a0 Workforce Diversity Metrics show what Matters to the Business Surveying the demographic makeup of a small organization might be easy, but getting accurate qualitative data on employees\u2019 opinions and feelings is less so. That\u2019s why companies of all sizes should be deliberate about collecting all sorts of information about the organization\u2019s culture and health.\u00a0 When a company is disciplined about measurement, it can launch strategies that incorporate DEI into hiring talent, staffing teams, and developing new initiatives to drive growth that fit employees\u2019 needs and business objectives. Results of those initiatives can be tracked and outcomes can be tied directly to the bottom line. Small business owners will be able to see why making room for diversity, equity, and inclusion is worth the time and the financial investment.\u00a0 For small businesses searching for options that fit their unique needs, DEI Navigator is the most cost-effective program to ensure long-term success. The subscription platform offers a budget-friendly monthly cost with an enormous return-on-investment via direct help and support. Exclusive content includes monthly webinars on topics such as \u201cMeasuring the Effectiveness of DEI\u201d and \u201cRecalibrating Recruitment for Retention.\u201d Subscribers also get immediate access to an award-winning team of experts, digital learning courses, a Best Practices Library (more than 300 curated how-to guides, articles, whitepapers and FAQs), more than 600 short informative videos and a monthly newsletter to ensure you are up to date on news and trends news and trends that may impact your teams and people. Contact us today for more information.\u00a0 https:\/\/youtu.be\/oJkjSMLpX4g Kurt Merriweather, CDE, is an accomplished product strategist and business executive. He is co-founder and Vice President of Innovation at The Diversity Movement. Connect with him on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><\/p>\n<p><span style=\"font-weight: 400;\">As we begin 2023, emerging and mid-sized businesses are in survival mode \u2014 looking for ways to preserve cash and protect themselves against uncertainty. To weather the storm, organizations are placing a premium on efficiency and team effectiveness. And leaders are being asked to reduce risk, satisfy customers, and take care of their people using fewer resources and smaller budgets.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many teams have stopped investing in their people in order to deliver higher short-term profitability. This response to uncertainty will lead to an erosion in the culture and the best people will resign \u2014 even in small organizations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Don\u2019t take your people for granted, because they still have options. Demand for labor is still running well ahead of supply in spite of headlines that are dominated by <\/span><a href=\"https:\/\/www.reuters.com\/business\/sustainable-business\/big-tech-layoffs-may-further-disrupt-equity-diversity-efforts-2023-01-05\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">layoffs in big tech<\/span><\/a><span style=\"font-weight: 400;\">. Emerging and mid-sized businesses have a golden opportunity to hire and <\/span><i><span style=\"font-weight: 400;\">keep<\/span><\/i><span style=\"font-weight: 400;\"> top talent, especially those from underrepresented and historically marginalized groups. <strong>Companies that empower inclusive teams of people from diverse backgrounds \u2014 and understand what they need to succeed \u2014 have been proven to thrive during times of recession.\u00a0<\/strong><\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7723 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-1024x647.jpg\" alt=\"Cropped shot of a young businessman sitting in his office and looking contemplative while reading paperwork\" width=\"1024\" height=\"647\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-1024x647.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-scaled-600x379.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-300x190.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-768x485.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-1536x971.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1185385368-2048x1294.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/647;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">When diversity, equity, and inclusion (DEI) is framed as a business growth strategy with long-term financial benefits, it\u2019s easier for small business owners to prioritize. But with limited resources, leaders must figure out how to invest in targeted actions that align with the organization\u2019s business strategy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The first step is eliminating the guesswork and gathering relevant diversity and inclusion metrics in order to understand the employee experience and the organization\u2019s current situation. This should be done in the flow of work to increase participation. Employee sentiment can be tracked over time using periodic anonymous surveys, stay interviews and targeted conversations, and information from exit interviews. With each of these methods, it\u2019s important to gather factual evidence and reduce bias as much as possible.\u00a0<\/span><\/p>\n<h3>Anonymous Surveys can Reveal Hidden Challenges<\/h3>\n<p><span style=\"font-weight: 400;\">Leaders might assume everything is going well, but how do they know? Do employees feel professionally challenged? Are they able to do their best work? Small businesses can use <\/span><strong><a href=\"https:\/\/thediversitymovement.com\/measure-effectiveness-value-dei-data\/\" target=\"_blank\" rel=\"noopener\">anonymous surveys<\/a><\/strong><span style=\"font-weight: 400;\"> to compile diversity metrics that will answer these questions and gauge overall employee sentiment. Because they can reply without fear of their identity being revealed, employees can be honest about their feelings. In a small company, it\u2019s vital that employees understand that their identities won\u2019t be revealed and the data will be examined only in aggregate to highlight trends.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To maximize participation, surveys should be short and should include only the questions leaders <\/span><i><span style=\"font-weight: 400;\">need<\/span><\/i><span style=\"font-weight: 400;\"> to know. Instead of yes-or-no questions, your survey should be structured so folks can rate the company culture. By including statements like the following examples and asking employees to report their level of agreement or disagreement on a scale from one to five, you can pinpoint areas of improvement \u2013 where DEI interventions can improve company culture.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Our organization takes active measures to seek a diverse candidate pool when hiring.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Supervisors generally assign work without any kind of bias.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">I have access to career development opportunities at the organization.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Our organization enables me to balance my work and personal life.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In my organization, I can be successful as my authentic self.<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Stay Interviews and Honest Conversations<\/h3>\n<p><span style=\"font-weight: 400;\">Regular one-on-one conversations between supervisors and their direct reports can also be sources of important information about company culture. <\/span><strong><a href=\"https:\/\/thediversitymovement.com\/stay-interviews-keep-employees-happy-engaged\/\" target=\"_blank\" rel=\"noopener\">Stay interviews<\/a><\/strong><span style=\"font-weight: 400;\"><strong>,<\/strong> where managers ask employees what they like and dislike about their job, can also help establish trust and cultivate meaningful relationships. These conversations can also highlight issues that might lead to dissatisfaction.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7721 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-1024x576.jpg\" alt=\"Someone filling out Employee Exit Interview.\" width=\"1024\" height=\"576\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-1024x576.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-scaled-600x338.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-300x169.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-768x432.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-1536x865.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-669463052-2048x1153.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/576;\" \/><\/p>\n<p><a href=\"https:\/\/www.forbes.com\/sites\/forbeshumanresourcescouncil\/2020\/11\/20\/16-questions-hr-should-ask-during-exit-interviews\/?sh=621777da2eb4\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"><strong>Exit interviews<\/strong><\/span><\/a><span style=\"font-weight: 400;\"> are another powerful tool for uncovering shortcomings in an organization or management team. Some small businesses might be reluctant to invest in these exercises, as the individual is already leaving. However, exit interviews are a chance to gather important data, like \u201cWhat should we know and improve?\u201d or \u201cWhat would have made you stay?\u201d\u00a0<\/span><\/p>\n<p><strong>When employees feel free to speak candidly about their experience, an organization has an opportunity to learn what benefits, perks, and parts of the culture will help boost staff retention.\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">The knowledge gained from these various honest conversations can inform specific plans for the individual or can be incorporated into action plans for the team or organization.<\/span><\/p>\n<h3>Craft a Plan with Specific, Measurable Goals<\/h3>\n<p><span style=\"font-weight: 400;\">Once you have the appropriate data and you\u2019ve identified what is going well and what needs to improve, it\u2019s time to create action plans that include SMART goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>SMART \u2013 or Specific, Measurable, Attainable, Realistic, and Time-bound \u2013 goals<\/strong> will help you create a strategy that will have a higher degree of success. Without goals and milestones, it\u2019s easy to get overwhelmed with everything that needs improvement. It\u2019s also easy to waste time on activities that might be easy or attractive, but aren\u2019t tied to the company\u2019s bottom line. Pick 1-3 things at a time to focus on so progress can be more easily tracked. Depending on your goals, tactics might include targeted training on topics like <\/span><a href=\"https:\/\/thediversitymovement.com\/improving-culture-through-inclusive-language\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Inclusive Language on the Job<\/span><\/a><span style=\"font-weight: 400;\"> or <\/span><a href=\"https:\/\/thediversitymovement.com\/crafting-inclusive-resume-review-process\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Improving the Resume Review Process<\/span><\/a><span style=\"font-weight: 400;\">. Employees might also prefer their training in <\/span><a href=\"https:\/\/thediversitymovement.com\/microvideos\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">short, easy-to-understand videos<\/span><\/a><span style=\"font-weight: 400;\">, which provide quick answers to DEI questions.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With small teams, everyone needs to understand what they are working toward and why it\u2019s important to business success. Leaders can drum up support for their initiatives by crafting narrative stories: explaining what the problem is, how it affects employee performance, the steps the company is taking, and what success will look like. These stories are also an opportunity to set expectations for how long the process will take.\u00a0<\/span><\/p>\n<h3>Talk About Your Actions and the Progress You\u2019re Making<\/h3>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7722 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-1024x683.jpg\" alt=\"Female client consulting with a agent in the office\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/01\/iStock-1207862114-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span style=\"font-weight: 400;\"><strong>Having specific goals enables leaders to demonstrate the real progress they \u2013 and the company \u2013 are making. Being transparent about your wins, and the work that still needs to be done, demonstrates your organization\u2019s commitment to a more inclusive workplace.<\/strong> Part of that communication should be the value of the workforce data that\u2019s being collected and how the information will be used.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many organizations survey their teams frequently, but don\u2019t explain to employees how the data is being used. If the organization doesn\u2019t act on feedback from surveys and targeted conversations, then employees can become discouraged and reluctant to share their opinions. But when employees see concrete action based on their feedback, they will feel more valued by the organization and be more likely to participate in future surveys and assessments. Communication with the team should also happen on a consistent, predictable basis. Timely communication can counteract the uncertainty members of the organization may be feeling.\u00a0<\/span><\/p>\n<h3>Workforce Diversity Metrics show what Matters to the Business<\/h3>\n<p><span style=\"font-weight: 400;\">Surveying the demographic makeup of a small organization might be easy, but getting accurate qualitative data on employees\u2019 opinions and feelings is less so. That\u2019s why companies of all sizes should be deliberate about collecting all sorts of <\/span><a href=\"https:\/\/thediversitymovement.com\/measure-effectiveness-value-dei-data\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">information about the organization\u2019s culture<\/span><\/a><span style=\"font-weight: 400;\"> and health.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When a company is disciplined about measurement, it can launch strategies that incorporate DEI into hiring talent, staffing teams, and developing new initiatives to drive growth that fit employees\u2019 needs and business objectives. Results of those initiatives can be tracked and outcomes can be tied directly to the bottom line. Small business owners will be able to see why making room for diversity, equity, and inclusion is worth the time and the financial investment.\u00a0<\/span><\/p>\n<p><strong>For small businesses searching for options that fit their unique needs, <a href=\"https:\/\/thediversitymovement.com\/dei-navigator\/\" target=\"_blank\" rel=\"noopener\">DEI Navigator<\/a> is the most cost-effective program to ensure long-term success. The subscription platform offers a budget-friendly monthly cost with an enormous return-on-investment via direct help and support. Exclusive content includes monthly webinars on topics such as \u201cMeasuring the Effectiveness of DEI\u201d and \u201cRecalibrating Recruitment for Retention.\u201d<\/strong><\/p>\n<p><strong>Subscribers also get immediate access to an award-winning team of experts, digital learning courses, a Best Practices Library (more than 300 curated how-to guides, articles, whitepapers and FAQs), more than 600 short informative <a href=\"https:\/\/thediversitymovement.com\/microvideos\/\" target=\"_blank\" rel=\"noopener\">videos<\/a> and a monthly newsletter to ensure you are up to date on news and trends news and trends that may impact your teams and people. <a href=\"https:\/\/thediversitymovement.com\/dei-navigator-interest-form\/\" target=\"_blank\" rel=\"noopener\">Contact us<\/a> today for more information.\u00a0<\/strong><\/p>\n<div class=\"embed-responsive embed-responsive-16by9\"><iframe title=\"Introducing DEI Navigator, powered by The Diversity Movement\" width=\"500\" height=\"281\" data-src=\"https:\/\/www.youtube.com\/embed\/oJkjSMLpX4g?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" class=\"lazyload\" data-load-mode=\"1\"><\/iframe><\/div>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/kurt-merriweather\/\" target=\"_blank\" rel=\"noopener\"><b>Kurt Merriweather<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is an accomplished product strategist and business executive. He is co-founder and Vice President of Innovation at The Diversity Movement. Connect with him on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/kurtmerriweather\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Attract Talented Staff and Create High-Performing Teams with Targeted Strategy As we begin 2023, emerging and mid-sized businesses are in survival mode \u2014 looking for ways to preserve cash and15<\/p>\n","protected":false},"author":2,"featured_media":7723,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[59,5],"tags":[],"tdm_type":[92],"class_list":["post-7720","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data-measurement","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - 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