Diversity Value Index | Assessing the impact of diversity on organizational transformation and business outcomes._Arts & Entertainment

Diversity Value Index Navigation ParticipateAboutOrder NowFAQ ParticipateAboutOrder NowFAQ Are there any materials that I can purchase?To purchase the 2019 DVI Benchmarking Report: click hereTo download the 2019 DVI Survey Worksheet: click hereWhat is the DVI?The Diversity Value Index, or DVI, was created by BetterWork Media Group in 2012 to assess the real impact of diversity on organizational transformation and business outcomes. Designed to educate professionals about the bottom-line impact of diversity, advise with best practices and innovations from the D&I function and inspire organizations to move beyond the concept of diversity as a bio-demographic function alone, the DVI provides a deeper understanding of the significance of the diversity and inclusion function.How does the DVI work?The Diversity Value Index Survey will serve as the basis of the new DVI. Participant input provides broader understanding of the value of diversity and unique and innovative solutions and ideas for business. Talent Tracker data will give broader demographic understanding.Specific and measurable organizational practices are key to understanding the changes in organizational diversity. Continuing to assess the impact of diversity on organizational transformation and business outcomes is important, and we would like to continue improving the information we share. By examining data from both public and private sources, we hope to gain a more robust picture than ever before of D&I achievements and outcomes. This new approach to the DVI can improve best practices in diversity by considering the available talent pool in conjunction with the endeavors of participating organizations.The transition to a free survey will help lower the barrier of participation in the program and allow for a wider organizational variance in participation. Participants will receive participation badges and recognition on our website. Our aim is to gain better understanding of the current condition of diversity and inclusion, where improvements might be made and to more quickly provide participants with a valuable asset for self-assessment.The 2019 Diversity Value Index is closed.The 2019 Diversity Value Index Survey closed May 31st.If you are interested in participating in the 2021 Diversity Value Index please fill out this survey:Start SurveyIf you have any questions about the DVI program, please send an email to: [email protected]. Who do I contact if I have questions about the DVI?Send all questions to: [email protected] is eligible?The DVI is open to all for-profit, nonprofit, government or academic organizations, regardless of size, location or industry.Is there a cost to my organization?There is no cost to participate in the DVI.How will data from my DVI application be used?Organizational data will be reported in aggregate in the “2017 Diversity Value Index Benchmarking Report.” The Research and Advisory Group will also use the data to generate a custom data summary delivered to all participating organizations shortly after the survey closes. In addition, your organization’s name will appear in the report and on the Workforce and DVI websites as a participant.What do survey participants receive?All participants receive the following:Benchmarking asset based on survey results.Discount on the DVI benchmarking report.Participation badges for use in print and social media.Recognition on the DVI and Workforce magazine website.What does the 2017 DVI Benchmarking Report contain?The 2017 Diversity Value Index Benchmarking Report contains the following:Short overview and history of the DVI program.Demographic information on participating DVI organizations, including size, industry and D&I function type.Comprehensive list of best and unique practices used in the D&I field.Comprehensive analysis of the changing diversity mixture of the U.S. labor pool.Order NowI work for a vendor. Can I apply?Yes, but you should reference your internal D&I programs. Vendor applications that reference their external D&I programs or services are not included in the benchmark.How do I apply for the DVI?There is an online application process with downloadable planning worksheets to help your organization prepare its application. Once the application period opens you can register and access the application.Is there a word limit? Can I include charts and photos on my application?There is no word count limit to applications. All photos and charts must be inserted into the application itself; the application does not allow for other attachments.Who are the judges?Judges include senior diversity practitioners, suppliers, vendor executives and D&I experts.What is the judging process and criteria?DVI judgeship is open to senior practitioners and D&I executives from any size organization and industry. Judges are vetted prior to the application review process. Many judges participate year after year.Each application is reviewed by multiple judges to minimize bias. Judges do not review applications from organizations in their industry and may recuse themselves from any application if there is a potential conflict of interest.Judges are given a detailed set of instructions and a scoring rubric to assist them. Judges rate an organization in each of the dimensions of the DVI Framework: strategy, leadership commitment, execution, impact and business performance results. For each question, judges assign each question a score from 2 (underdeveloped) to 5 (vanguard).Are there any materials that I can download?To download an excerpt of the 2016 DVI Benchmarking Report: Click HereTo download the 2016 DVI Executive Summary Click HereTo download the 2017 DVI Survey Worksheet Click HereWhat is the Diversity Value Index program?What is the DVI?The Diversity Value Index, or DVI, was created by Human Capital Media in 2012 to assess the real impact of diversity on organizational transformation and business outcomes. Designed to educate professionals about the bottom-line impact of diversity, advise with best practices and innovations from the D&I function and inspire organizations to move beyond the concept of diversity as a bio-demographic function alone, the DVI provides a deeper understanding of the significance of the diversity and inclusion function.In 2017, we are combining the DVI with our new custom analytics service, Talent Tracker.Talent Tracker integrates data from the U.S. Census, National Science Foundation, the Bureau of Labor Statistics and other public sources to provide data-based insights about the labor market. Using Talent Tracker, we will create a more complete and data-driven picture of the current diversity mixture of the U.S. labor pool.How is the DVI different from other award programs?The DVI program stands out as a peer-based benchmarking program designed and judged by experts and practitioners. It seeks to understand the state of organizational diversity without ranking organizational progress in achieving diversity.2016Ahold USAAmerican AirlinesArup North AmericaAT&TBroadridge Financial SolutionsBroker Solutions Inc. dba New American FundingCDLE — UICharles County GovernmentCitizens Energy GroupComercializadora PIEC, S.A. de C.V.Department of LaborExpat ArgentinaHillsborough Area Regional TransitISIDBCLevel 3 CommunicationsMassachusetts General HospitalMinnesota Department of Human ServicesNationwide Children’s HospitalNew York Community Bancorp Inc.Noranda Aluminum Holding CorporationOrange County Sanitation DistrictParkview HealthProductive Engineering SolutionsRicoh USA Inc.Scnellecke Logistics USASebchem ConsultingThe Community Builders Inc.Towers Watson & Co.Transamerica Life Insurance CompanyUnity Health Insurance Company2015American Airlines Group, Inc.Automotive Holdings Group Ltd.Caleres Inc.CapgeminiChoice Hotels International Inc.Citizens Energy GroupCity of Montgomery, OhioCMCS Commercial Market Consulting ServiceComercializadora PIECConAgra Foods Inc.Dollar General Corp.Eğitim Yönetim Danışmanlığı Ltd.Even & Odd MindsFirst Horizon National Corp./First Tennessee BankiLabIngersoll RandLevel 3 CommunicationsMcDivitt Law FirmMOL Hungarian Oil and Gas Public Limited Co.Productive Engineering SolutionsState Street Corp.Subsea 7Sutter HealthTenarisThe Fishel Co.Towers Watson & Co.UT Southwestern Medical CenterXcel Energy Inc.2014American Airlines Group Inc.Andes Petroleum Co.AT&T Inc.Automatic Data Processing Inc.Banner HealthBaystate HealthCalifornia State University, FresnoCareerbricks Learning Solutions Pvt. Ltd.Citizens Energy GroupGolden State Foods Corp.Ingersoll RandLand O’Lakes Inc.Mitchell Communications GroupOld National BancorpOregon Department of CorrectionsSidley AustinSolidaris Intercultural ServicesState Education Resource CenterState Street Corp.Strauss Group Inc.The Atkins North America Holdings Corp.The MetroHealth SystemThe Salvation Army of Wisconsin and Upper MichiganThomas Jefferson National Accelerator FacilityTowers Watson Delaware Inc.Alex Baker, regional talent partner, Virgin TrainsDebra Ball, EdD, VP, HR/OD, learning & service excellence, ProMedica Health SystemEleanor Baughman, senior talent acquisition manager, Milestone Systems Inc.Debora Bloom, president, Debora Bloom AssociatesFelecia Boyd, learning coordinator, city of MemphisKristen Britt, research assistant, Human Capital MediaSandra Casey Buford, CEO and principal consultant, Synergy Resources Consulting GroupArturo Corral, managing member (founder), Sedona ManagementPenny Cortez, director, cultural transformation and change management, ChevronAmy Crippen, performance solutions — director, New Directions Behavioral HealthMarjorie Derven, managing partner, HUDSON Research & Consulting Inc.Gregory DeShields, executive director, PHLDiversity — PHLCVBJoseph DiNorcia, vice president, DemosAmma Dodoo, librarian and NVQ assessor, London Business School and Victoria and Albert MuseumScot Duffield, senior manager talent management, Western UnionDiane Edwards, general manager people, systems and technology, Ports of Auckland LimitedCurt Fernandez, loss control coordinator, city of MinneapolisEvern Ford, president and CEO, EDF & AssociatesCatherine Gordon, HR director, David Suzuki FoundationAmol Gupta, director of HR, FIS GlobalTim Harnett, research manager, Human Capital MediaKammy Haynes, CEO, Kammy Haynes Unlimited Inc.Robbie Herd, managing director, Seaforth Cameron Human Capital Management GroupMichele Hesske, director of human resources, Troutman SandersJane Horan, founder, The Horan GroupTammy Kenber, chief human resources officer — AVP, human resources, Sonoma State UniversityAdrienne Kimball, culture manager, Rubicon ProgramsLivia Konkel, global diversity & inclusion, Thomson ReutersManoj Koundinya, learning & development lead — India, AstraZeneca India Private LimitedTerri Kruzan, founder and lead researcher, Culture SleuthKenneth L. 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Turner, MBA, CEO, The OYAT GroupKatie Lawler, HR manager, Community Action Inc.Leslie Meacham Saunders, principal consultant, LMS ConsultingMichele Mulieri, director, talent development, Whitsons Culinary GroupPat Murphy, chief, equal employment opportunity and diversity, strategy and analysis, US GovernmentChristina Parr, global OD leader, ToppanSusan Porter, employment specialist, LEAP (Linking Employment Abilities and Potential)Maurice Rabb, head of inclusion, professional development & recruitment (Tokyo), Morrison & Foerster LLPRebecca Ramirez, director of human resources — global IT, Kellogg CompanyGennifer Ramsay, curriculum manager, BKDRakesh Rana, senior HRBP & talent acquisition leader — Asia-Pacific, Murex Southeast AsiaNatalie Richter, principal and CEO, Natalie Richter GlobalDonny Rowton, director of HR, Voodoo DoughnutLaura Roybal, talent acquisition manager, Terumo BCTCenina Saxton, succession planning manager, Emory HealthcareDoren Schott, senior organizational development specialist, CITGORania Sedhom, managing member, Sedhom Law GroupNoga Segev Nadir, talent management director, Strauss GroupMelanie Shong Helm, human resources manager — investigations, Huntington Ingalls Industries Inc.Wendy Smith, head of candidate and new employee experience, NCR Corp.Benjy Spiro, human resources professionalDeborah St.Clair-Thomas, talent and leadership manager, EDF EnergyFred Stawitz, principal, technical training, Kinder Morgan Inc.Eve Sweeting, HR generalist, Charlotte County Board of County CommissionersMary Terp, director of human resources, United Way of the Greater Lehigh ValleyBonnie Turner, director, human resources, Elkhart PlasticsManish Upadhyay, co-founder, LIQVID, adviser (Edtech), Central Square FoundationEstela Vazquez Perez Colombo, head, global employer brand, Centre of Excellence, RBCPatrick Voss, co-founder, Radius BusinessDachell White, external relations specialist, 1199SEIU Labor Management ProjectTimamu Wilson, director of career services, Eastwick CollegeGail Woods, payroll manager, Volunteers of America Greater Baton Rouge Copyright © 1995-2022. 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