An energy technology company with a long-standing commitment to diversity and inclusion (D&I) is acquiring and using data to measure D&I performance and enhance accountability through the implementation of a companywide D&I program. Significant resources were invested to further develop best practices, and the dedicated D&I team adopted a multi stakeholder approach.

First, an inclusion index methodology that measures inclusivity using seven elements was implemented and applied to 3 years of data gathered by the company's annual global employee survey. An online application was built to enable human resources (HR) personnel to easily filter the data by specific characteristics. The granularity of the data from the survey has enabled comprehensive analysis to identify where progress has been shown as well as areas for improvement. Then, using this comprehensive data and the inclusion index results, HR personnel are tasked with identifying and prioritizing location- and topic-specific actions to develop improvement plans while addressing cultural or geographical aspects. The action plans are added to a second online application, where their progress can be easily tracked. The purpose of this app is to help each HR manager—who knows their region best and is best qualified to analyze their location-specific results—develop, implement, and monitor action plans that are appropriate for their location and context.

Partnering with internal stakeholders such as global employee resource groups complements local initiatives and brings additional insights to further foster an inclusive workplace. Empowerment at the local level is fundamental to inclusivity because what works in one location may not be appropriate in another.

A case study is presented to demonstrate how one of these action plans was implemented using immersive technology. The technology-based program in an operational location effectively used interactive virtual reality (VR) training to enable employees to better empathize with others and become more aware of their behavior, ultimately helping to support a more inclusive culture. This approach aims to adjust mindsets and ultimately promote positive behavior changes to drive inclusion.