Articles by Edward Hubbard

There are a huge number of diversity, inclusion and training approaches available in the marketplace. They usually try to lure you in by highlighting their ability to address a particular problem or issue the organization is facing and promise to pro...

The business case and rationale for diversity and inclusion must be aligned and linked to strategic business objectives of your organization. If your organization operates in the nonprofit, government or education sector, the alignment and linkage sh...

Business is and always has been a numbers or a bottom line results game. With the advancements in information processing technology, today’s executives have access to a range of data which is nearly infinite in its depth and breadth. There is almost ...

I recently read an article by a Canadian diversity colleague on the topic of what he called “diversity fatigue.” What, you may ask, is diversity fatigue? He described it as “the Herculean effort required by diversity practitioners to keep the momentu...

I am often asked, are diversity key performance indicators as relevant for higher education as they are for the private sector? My answer is always a definite yes. In some ways, these metrics are even more important since recruiting and retaining sca...

Several years ago, I read a study by the American Society for Training and Development concerning the value of training evaluation that has particular relevance for the challenges of evaluating all types of diversity ROI interventions, including dive...

In part one, I discussed four of nine steps to improve the alignment of diversity metrics with the bottom line of the business. In this segment, I will outline the remaining steps of the methodology which cover a wide range of actions and metrics to ...

Misaligned metrics, like cars out of alignment, can develop serious problems if they are not corrected quickly. Like the cars, they are hard to steer and don’t respond well to changes in direction. Alignment is a response to the new business reality ...

As the diversity and inclusion industry climbs the ladder of recognition, relevance and importance, more and more diversity and inclusion professionals want to learn how they can gain C-suite access and earn a seat at the proverbial table of power. A...

In part one, I discussed the process to build an effective overall communications strategy and defined a diversity communications metrics strategy. In this segment, I will outline a method to help you determine your critical success factor (CSF) area...

Communicating the ROI results of your diversity processes is as important as achieving them. When communicating to key audiences about the implementation of the organization’s diversity vision and strategy, it should be viewed as an internal marketin...

Using a focused diversity measurement system can make a critical difference in the performance effectiveness of your diversity ROI metrics. In Part 1, I gave an overview of a five-step process to consider and highlighted some key background issues. I...

Although interest in measuring the effects of diversity has been growing, the topic still challenges even the most sophisticated and progressive diversity departments. Diversity professionals and practitioners know they must begin to show how diversi...

There seems to be a myth operating within some communities of practice that suggests the results created by diversity initiatives defy measurement. It is often presented with a belief that creating a measurable diversity process that drives busine...