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The Diversity Scorecard


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Table of Contents

Preface;Acknowledgments;PART I The Need for Diversity Measurement:1 The Business Case for Diversity,A Diversity Measurement Challenge: How Can We Ensure that Diversity Is "at" the Strategic Business Table, Not "on" the Table?,Can a Perceived Intangible Asset Like Diversity Generate Tangible Benefits?,Diversity Facts, Figures, and Financial Performance, What Do We Mean by Diversity?, Diversity Provides a Business Advantage,Failure to Implement a Diversity Program Can Be Costly, Diversity Links to Productivity and Performance, Retention,Productivity,The Link between the Lack of Diversity Programs and Absenteeism,Diversity's Contribution to the Bottom Line,Building Centers of Diversity Excellence,Final Thoughts, References;
2 Introduction to Diversity Measurement It's All Subjective...or Is It?,Reasons for Lack of Quantification in Diversity,Challenges of Quantification,The Definition of Measurement, Outcome Measures or Performance Drivers?,Building a Solid Diversity Measurement Strategy,Final Thoughts,References.
PART II The Diversity Return on Investment (DROI) Process: 3 Introduction to the Diversity ROI Process
DROI: A Systematic Approach to Measurement,The Role of Diversity in Creating ROI,Identifying Diversity Deliverables, Developing a High Performance Work Environment, Alignment with Strategy,Diversity Efficiency: Core versus Strategic Measures, Final Thoughts,References,Further Reading; 4 Planning and Collecting Data, Introduction,Diversity Evaluation: Project Requirements,Objectives of the Diversity Evaluation Project,Aligning and Linking Your Evaluation Strategy with Business Needs, Collecting Data during a Diversity Initiative, Collecting Data after a Diversity Initiative, Reviewing Historical Data,Final Thoughts, References; 5 Evaluating Diversity's Contribution
Introduction,Isolating Diversity's Contribution, Convert the Contribution to Monetary Value, Calculating Diversity Return on Investment (DROI), Importance of Recognizing Intangible Measures in Diversity,Report It to Others, Final Thoughts, References,Further Reading; 6 Track and Assess Progress, Importance of Tracking and Assessing Your Progress,Creating Tracking and Monitoring Systems, Monitoring Your Scorecard Indices, MetricLINK, an Automated Diversity Measurement System for Tracking Improved Performance, Survey Analysis System (SAS): A Timesaving Survey Development Tool,Other Measurement Software Options,Institutionalizing Your Diversity Measurement System,Final Thoughts, References,Further Reading.
PART III Building a Diversity Scorecard:7
Basic Diversity Scorecard Introduction, Financial Measurement and Its Limitations,Origins of the Balanced Scorecard,What Is a Balanced Scorecard? The Balanced Scorecard as a Measurement System,Perspectives,The Balanced Scorecard as a Strategic Management System, The Balanced Scorecard as a Communication Tool,What Is a Diversity Scorecard'Final Thoughts,References;8 Diversity Leadership Commitment Perspective Definition, How to Collect Data, Analyzing the Data,Reporting Your Data,Final Thoughts,References, Further Reading;9
Workforce Profile Perspective Definition,How to Collect Data,Analyzing the Data,Reporting Your Data,Final Thoughts,References,Further Reading;10
Workplace Culture/Climate Perspective Definition,Organizational Commitment,How to Collect the Data,Analyzing the Data,Reporting Your Data,Final Thoughts,References;11 Learning and Growth Perspective Definition,Measuring Capabilities,How to Collect the Data,Analyzing the Data,Reporting Your Data,Final Thoughts,References, Further Reading;12 Diverse Customer/Community Partnership Perspective Definition,Supplier Diversity,How to Collect the Data,Analyzing the Data,Reporting Your Data,Final Thoughts, References,Further Reading;13 Financial Impact Perspective Definition,The High Cost of Human Asset Mismanagement,Application of Financial Impact in the Public and Not-for-Profit Sectors, Performance Measurement in the Public Sector,How to Collect the Data,Analyzing the Data,Reporting Your Data, Final Thoughts,References,Further Reading;14 Building Your Diversity Scorecard Prerequisites for Success, Diversity Measurement Is a Specialized Discipline Requiring Special Expertise,The Diversity Scorecard Team,Building a Diversity Scorecard: The Process,Selecting the Structure for Your Diversity Scorecard, Final Thoughts,References, Further Reading.
PART IV Implementation Issues:15 Achieving Strategic Alignment from Top to Bottom Creating a Strategic Link,Communication and Education Programs, Reward Systems Linkage,Final Thoughts, References,Further Reading;16 Implementing the Diversity Scorecard Process Strategies for Implementing Your Diversity Scorecard,Permanent White Water, Analyzing Readiness for Change, Building a Rationale for Change,Final Thoughts, References. Appendix: Hubbard Diversity Measurement & Productivity Institute

Promotional Information

* Applies the well-known scorecard method to diversity * Provides a step-by-step approach to measuring the benefits of diversity and converting that into actual dollars * Supplies tools to identify the key indicators for measurement and how to measure them effectively

About the Author

Dr. Edward E. Hubbard, Ph.D., is President and CEO of Hubbard & Hubbard, Inc., Petaluma, CA, an international organization and human performance-consulting corporation that specializes in techniques for applied business performance improvement, workforce diversity measurement, instructional design and organizational development.


"...In The Diversity Scorecard Dr. Hubbard takes us from theory to practice. His metrics cover demographics, climate, internal/external diversity, and suppliers. While most works focus on one particular sector this book uniquely provides strategy, tactics, and communication approaches for all types of organizations...Now you can develop your own diversity scorecard from beginning to end by following the guidance in this book. It will be among the most frequently used sources in my library." --Dr. V. Robert Hayles, Effectiveness/Diversity Consultant; Co-author: The Diversity Directive: Why Some Initiatives Fail and What to Do About It "Edward Hubbard's book is a timely and invaluable contribution to the literature about diversity. It will assist organizations in determining the return on investment of diversity programs as rigorously as they do for other parts of their business." --Price M. Cobbs, M.D. "By following the suggestions in The Diversity Scorecard, organizations will be able to view and assess diversity management in the same manner as all other operations that are critical to their success. His approach provides a common language for executives, diversity practitioners, and resource managers that allows for a true objective measurement of the impact that diversity management has on the success of any organization." --Harry R. Gibbs, M.D., Vice President for Institutional Diversity, The University of Texas M. D. Anderson Cancer Center "Dr. Hubbard's book provides a unique approach to aligning Diversity Initiatives with your critical business initiatives. Full of practical tools, complex yet easy to grasp methodologies, this book presents a framework aimed at ensuring targeted, measurable outcomes." -- Je A'nna McCardie "Dr. Hubbard has written a practical, straight-forward book which provides a roadmap to help people manage and measure diversity performance. What makes this book especially worthwhile is that he conveys his ideas in terms that line managers and senior executives will understand and that is how diversity adds value to organization performance and the bottom line." -- Emilio Egea, Vice President Human Resources, Prudential Financial "Diversity practitioners desiring to apply the balanced scorecard approach in the Diversity arena, or to enhance their thinking about "Diversity measurements", will find Ed Hubbard's latest work to be helpful. Without a doubt, this book is a significant contribution to the continuing evolution of the discussion about measurements and Diversity." - Dr. R. Roosevelt Thomas, President, American Institute for Managing Diversity

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