Measuring Inclusion with Paolo Gaudiano

Lucinda talks to Paolo Gaudiano, a scientist and entrepreneur who applies computer simulations and analytics to the field of DEI.

Paolo challenges traditional diversity initiatives that focus solely on demographic quotas, arguing instead for a data-driven focus on inclusion. By linking specific workplace problems, such as exclusion from meetings or career development disparities, to tangible financial losses like decreased productivity and increased attrition, he provides HR leaders with a powerful framework to align people strategies with the organisation’s bottom line

KEY TAKEAWAYS

Focusing on inclusion is more effective than focusing on diversity because it addresses the root causes of attrition rather than just chasing demographic quotas.

HR leaders can build a stronger business case for DEI by quantifying how poor employee experiences lead to visible losses in productivity and increased turnover costs.

True meritocracy is achieved only when an organisation ensures that career outcomes like promotions and bonuses are decoupled from an employee's identity.

Instead of starting with identity groups, organisations should identify their biggest operational problems and fix them, which naturally benefits underrepresented groups the most.

BEST MOMENTS

"The problem is not so much that we're not hiring enough people... it's a problem that these people are more likely to leave because we're not treating them the same way as other employees."

"I want to get to the point where the HR leaders are able to use these simple concepts... to measure the right metrics and to be able to link them to the financial KPIs."

"It's easy to have a complicated idea, but it's very, very hard to have a simple idea."

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