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Justice, Equity, Diversity & Inclusion (JEDI) Climate Assessments

Properly implemented climate surveys demonstrate a strong "business case" for JEDI practices within corporations. Secondary research supports the claim that companies which implement DEI initiatives, employ a diverse workforce at each level of leadership, and support culturally inclusive practices are more profitable (The Institute for Diversity Certification, 2018). 

Implementation of a climate survey illustrates cost-benefit analysis for DEI investment. Data outcomes can be used to track employee productivity and company success , fiscal responsibility, and quality services. 

Available for Purchase:

  1. General JEDI Instrument to be administered internally by companies
  2. Administration of a tailored or general instrument, interpretation of data results and providing data driven recommendations by TCS

Cost available upon inquiry: twiceconsultingservices@gmail.com


twiceconsultingservices@gmail.com

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Why Companies Should Implement JEDI Climate Assessments

A diverse and inclusive workforce benefits return on investment (ROI), productivity and contributes to a happy and healthy work environment. Secondary research demonstrates when employees self-report feelings of belonging and inclusion at work, it can support the following characteristics which ensure ROI: team problem-solving, work engagement, intent to stay and employee innovation. An evidenced based survey will provide leadership with a true baseline for climate trend data and establishes a strong commitment to monitoring and improving their operation.

A statistically significant study conducted by, Catalyst (2019), a global nonprofit supported by many of the world’s most powerful CEOs and leading companies to help build workplaces that work for women found that 45% of employee experiences of inclusion are explained by their manager’s inclusive leadership behaviors. 49% of an employee’s view of how well their team works together constructively to find solutions to problems and resolve conflicts is related to “team problem-solving capability”, 35% of an employee’s emotional investment in their work and the company’s mission impacts “work engagement”, 20% of an employee’s interest in remaining with the organization impacts “intent to stay”, 18% of employee’s ability to generate new ideas, processes, and approaches to achieving goals impacts “innovation”.

Objectively monitoring recruitment, training, leadership support, pay equity, dissatisfaction with company mission transparency, peer support, and engagement of employees can assist a company in keeping a pulse on motivators behind employee turnover.

Why ABA Companies Should Implement JEDI Climate Assessments

A pre-pandemic study of a statistically significant sample demonstrated particularly high levels of employee turnover resulting in incredibly high financial strain on the ABA industry (Molko, 2018).

Annual turnover rate for the ABA industry: 30% – 75% for entry-level staff (direct care providers/RBTs) (Molko, 2018).

Estimated cost of turnover for one behavioral therapist: $5,000.

Behavioral therapist turnover can increase more than 200% of an employee's salary when considering the cost of talent recruitment, onboarding, and training (Molko, 2018).

Objectively monitoring recruitment, training, leadership support, pay equity, dissatisfaction with company mission transparency, peer support, and engagement of employees are documented motivators in employee turnover.

Objectively monitoring recruitment, training, leadership support, pay equity, dissatisfaction with company mission transparency, peer support, and engagement of employees can assist a company in keeping a pulse on motivators behind employee turnover.

Best Practice JEDI Climate Assessment Administration

Inclusive Excellence, Human Resources and Public Health best practices recommend climate/needs assessments be conducted by third-party consultants (The Institute for Diversity Certification, 2018). This process ensures ethical research practices including confidentiality of the participants proven to result in more authentic responses thereby providing an accurate picture of the company’s climate, staff morale, and more specifically feelings of belonging and inclusion among personnel.

Third-party implementation from evaluation experts will ensure that the instrument has been vetted for fidelity, validity, and reliability and protects company employees from labor and cultural taxation (ie: internally developing the instrument, administering the survey, interpreting data, and providing recommendations). This process also protects the company and research team from concerns of conflicts of interest.

Best practice recommends that a DEI climate survey be conducted every 2-3 years assuming the company does not yield a high turnover rate, in which case a climate survey should be implemented annually until the turnover rate stabilizes.

All employees employed with the company for at least 3 months should be granted access to confidential feedback. An evidence-based survey will provide leadership with a true baseline for climate trend data and establishes a strong commitment to monitoring and improving their operation.

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