Kinnevik's D&I Toolkit

Why/How

The first step towards a more diverse and inclusive organisation is understanding the benefits of D&I. When you have done your research and know why D&I matters to your business, communicate your commitment to the team - being explicit with your ambitions and transparent with shortcomings removes confusion and supports buy-in.

Tools and recommendations

Why/How

What gets measured, gets managed - like any other strategic area of business, you cannot make informed decisions about D&I without understanding the underlying data and where you are currently.

When you have created a baseline and communicated the results to your team, the next step is to agree on focus areas and actions for improvement – including clear and ambitious KPIs and targets.

*It is important to consider anonymity and legal restrictions when collecting D&I data. You should always inform the team of the data collection and make participation voluntary.

Tools and recommendations

Example KPIs to measure -

• % of minority recruits
• % of minority employee turnover
• % of minority candidates
• % of promotions awarded to minority groups
• potential pay gaps
• % of management who have improved diversity within their reporting lines
• % of managers from different minority groups split by business function

Why/How

Progress on D&I is unlikely to happen without the influence and support of senior managers and the board. By having management show active support for D&I and a genuine appreciation of difference, you will foster a culture of inclusion.

Tools and recommendations

Practice amplification - 

Amplification is the practice of noticing when someone from a minority in a group discussion makes a good point, repeating it to give it greater emphasis and finally crediting the person who originally made it. If this is done systematically, it can help counter inherent group and social biases.

Managers can practice amplification by –

• directly asking for a specific person’s opinion in a meeting;
• not interrupting when someone is speaking;
• acknowledging the point that a person has made and asking follow up questions; and
• encouraging someone from an underrepresented group to share his or her opinion as early in the discussion as possible, especially in virtual meetings

Why/How

D&I efforts should be measured with the same scrutiny as any other business objectives. By setting clear expectations on your D&I ambitions through KPIs, organisations can ensure they stay focused on making progress and creating accountability. 

Tools and recommendations

The organisaton’s D&I expectations and KPIs need to be clearly communicated and easily accessible, not only to the affected teams but to everyone.

Further, progress on your D&I targets and KPIs should be linked to the remuneration of the management team and relevant team members. If you don’t hold key decision-makers accountable, you are in practice signaling that D&I is not a business priority.

Why/How

Make sure your policies and processes are not unconsciously discriminatory against certain groups. Instead use them to highlight and showcase your commitment to D&I. 

Tools and recommendations

Take a look at you flexible working, benefits and parental leave policies – are they unconsciously disadvantaging a certain group of employees?

Why/How

Creating a sense of belonging in the workplace has been proven to significantly improve performance. There are concrete initiatives and actions you as an organisation can take to create an inclusive culture – encourage ERGs, offer voluntary training on D&I related topics, review your branding profile or start a D&I taskforce to facilitate the discussion. 

Tools and recommendations

A D&I Taskforce is a voluntary employee group representative of the entire organization which focuses on implementing and driving the business’ D&I initiatives. It runs as a think tank and support network for management as well as holding them accountable to the organisation’s D&I commitment and targets. It also promotes social accountability within the team and facilitates an ongoing discussion on D&I within the business. 

Why/How

Being serious about improving the diversity of your team means that you need to make it intentional in the hiring process.

A common misconception is that reaching a more diverse talent pool also requires reducing your standards. However, the question ”how do we hire more diversity, without lowering the bar?” places the blame for performance (or missing the “bar”) on the individual without taking into account that the ”bar” is likely biased against the candidates. Data shows that race and gender do not have any correlation with performance, meaning that the idea that gender or race has an effect on performance is itself a form of bias. You do not have to lower your standards but you cannot hire the most easily available candidate. Instead, you need to invest the time necessary to find the best candidate.

When hiring for more diversity, the main priority needs to be to ensure that the pool of candidates is varied and diverse from the start - if there is only one black person in your candidate pool, there is statistically only a very small chance he or she will be hired.

Tools and recommendations

You do not have to lower your standards but you cannot hire the most easily available candidate. Instead, you need to invest the time necessary to find the best candidate.

When hiring for more diversity, the main priority needs to be to ensure that the pool of candidates is varied and diverse from the start - if there is only one black person in your candidate pool, there is statistically only a very small chance he or she will be hired.

Why/How

When you have created a more inclusive recruiting process and invested in creating a diverse team, the next challenge is fixing the “leaky pipeline”, i.e. the failure to keep diverse talent through to the senior levels of leadership

Tools and recommendations

A first step towards sealing the leaky pipeline is measuring and monitoring aggregate level diversity data on promotions to better understand if they are proportional to available diverse talent. This data can be used to benchmark how departments are performing in terms of diversity and analyse if and how biases might be creeping in, e.g. how part-time or flexible working may be affecting promotions.