Would you like to find out more about the Diversity Program Review Framework?

Research ComponentsIf you have been following my blog you will know that I am in the midst of a research project into the “Profit Impact of Organisational Gender Diversity Programs” and as part of that research I have developed the Diversity Program Review Framework.  If you would like to find out more about this framework, please click on the link above in the menu or go to the new website here.

Thanks for your support.



Major Dimensions – The Diversity Program Review Framework

Copyright Susanne Moore 2012, Diversity Program Review Framework


In order to measure the effectiveness of Diversity and to evaluate data for the next phases of the research, I have developed major measurement dimensions which form part of the Diversity Program Review Framework.  The Framework will allow the project to look at areas such as;
  • Identification of all available metrics, benchmarks, targets, quotas and program deliverables
  • Identification of existing and planned frameworks within Diversity and Inclusion programs including, employee self service, human resource policy, financial measurements
  • Reviews the Diversity Program for effectiveness and suitability, assesses its links to business benefits, strategy and business performance

What is it?

The Diversity Program Review Framework will measure both the program’s standalone effectiveness from a program management perspective, and assesses the viability of  the program’s data  as a research  candidate  for the broader research project.

What are the outcomes?

The review framework is currently being developed and consists of a Program Review, A Capability Assessment mapped to the journey of your program, a number of Survey instrument’s to capture stakeholder feedback and a Comprehensive Report.
As my particular area of focus is Gender and Economics, I am also looking at additional catogories within each of these major dimensions to gain as much research data on gender performance against profitablity as possible.

Status Update on my Research – October 2012

Since starting this research, I have received a lot of support and interest from many people. I really appreciate the support and assistance I have received so I thought I would keep those of you that are interested updated on my progress. There are 5 phases in the research project and I am currently in Planning (Phase 1) and Identification (Phase 2) phases of the yearlong project. If you would like more information regarding the deliverables for each, please let me know.

One of the most important outcomes is that I completed the academic proposal on time and received a Credit mark, thanks to the input of many of you. Your attendance at the focus groups was invaluable. That initial academic proposal underwent considerable review and rework after having feedback from a commercial organisation. You might notice that there is a slight change of name in the project title, this was suggested by one of the focus group attendees. I now have a Generic Commercial version of the proposal that I use to send out to organisations when required in order to secure funding or other means of support for the research. This is a fully costed version, including the updated literature review.

As part of Phase 2, I am working on the Diversity Program Review Framework and expect to have this completed in the next two weeks. This is an important part of the research, as it will allow me to look at the viability of in-flight diversity programs and provides an assessment framework to evaluate the extent and completeness of an organisations data. This framework will allow the research team to look at potential linkage areas and get a feel for the effectiveness of Gender Diversity Programs by using a combination of survey instruments and program review techniques. It will also provide an impartial assessment to organisations that have in-flight Gender Diversity Programs.

I have created a Group on LinkedIn called Gender Economics where we can discuss the broader research concepts. I have also created a sub group called Diversity Economics where I will be reporting some of the outcomes of the research as they come to hand. I do hope you will join one of these groups, follow the progress of the research and join the discussion. You also find additional information about Gender Economics at www.gendereconomics.com .

I will be scheduling a Focus Group around the end of November to present the Diversity Review Framework for comments, so please let me know if you would be interested in attending.

Thank you again for your support, your assistance, your interest and your well wishes.


My Research Proposal

Title: “The profit impact of organisational gender Diversity programs”

Executive Summary:

This study will compare Gender Diversity Program frameworks for effectiveness, and identify and evaluate linkages to organizational profitability.  It will focus on the effectiveness (or otherwise) of Gender Diversity Programs (GDPs) within organisations in an effort to explore their relationship with the recruitment and retention of women in senior leadership roles.  The aims and objectives of this research are;

  1. To establish a link between Gender Diversity Programs and profit;
  2. To develop a repeatable framework for the measurement of this effectiveness;
  3. To develop benchmarks that support the framework;
  4. To prove a link to organisational profitability as a starting point to further study into the impact of gender on economies, i.e.: Gender Economics[1].

This proposal is the first part of a wider study to test the theory and viability of further research into Gender Economics and Diversity Economics by first establishing a link between Gender Diversity programs and organisational profitability.  Gender Economics is an emerging field of study that builds on the theories of diversity and promotes the value of gender balance, particularly in the area of innovation and creativity.  It recognises the ‘direct input’ of women to the economy and extends the theory that the discipline of economics ”could be improved by freeing itself from masculine biases” (Ferber, Nelson 1993: 24).  Diversity Economics focuses on the organisational economics of diversity programs and follows the concepts of Economic Diversity,  ”as a way to achieve economic stability” (Wagner 1993) .

The second part of the study, will take the established link between Diversity Economics and profitability further to develop quantified economic models proving the case for Gender Economics using a cost benefit analysis.

Background to the Research:

Many forward thinking organisations are undertaking Diversity programs in a bid to attract and retain the right people and they must harvest a diverse talent pool to stay competitive.  This talent pool includes women, ethnic groups, Gen Y and Gen X and the instigation of programs to tap into talent in the aging population.  This study will focus directly on Gender Diversity Programs, which create an organisational culture where gender inequalities are minimized.

Value of the Research:

Apart from estimated gains in productivity and profitability linked to an increase in gender balance, few empirically tested metrics currently exist to prove the success of these programs on profitability.

The importance of the research means that;

1)      By quantifying the impact of these programs on organizational profit, it is felt that more woman will have access to decision making roles and the ability to actively forge company strategy [1];

2)      New ways of thinking can be harnessed in the areas of creativity and innovation, vital to the growth potential of many global economies [2];

3)      A greater pool of skilled resources is accessible as a direct result of proving the effectiveness of gender diversity programs [3].

4)      Organisations can measure the impact of program outcomes through understanding the business benefits of a diverse gender mix, as well as measuring the impact of the programs’ performance through earned value analysis.

Establishing metrics and financial models to monitor the progress of gender diversity programs will help substantiate their effectiveness (or otherwise) on company profit.  This study will build on current evidence to substantiate quantitative findings.  Studies by the European Commission (2005), “found that only 30% of companies have systematic measurement and evaluation processes in place for their diversity initiatives”.  These measure quotas, targets or program performance but do not provide a causal link to profit.


[1] Gender Economics is an emerging field of study, see www.gendereconomics.com with the first annual conference being held in Madrid Spain in 2008

[1] Gender Equality as Smart Economics: A World Bank Group Gender Action Plan (Fiscal years 2007–10), 2006

[2] U.S Secretary of State Hilary Clinton ”tapping into the innovation and creativity of women”, and cites Boston Consulting Group survey 1“Women are indeed the world’s third largest emerging market after China and India.”  [The survey] concludes “women will control $15 trillion in global spending by the year 2014 and by 2028 will be responsible for about two-thirds of all consumer spending worldwide.”

[3] http://www.bitcdiversity.org.uk/best_practice/diversity_in_the_downturn/index.html

“The prize for employers who are willing to tackle and challenge the current status quo could be huge.  The total benefits to the UK economy of reducing the gender segregation of jobs and increasing women’s employment has been estimated as anything up to a massive £23 billion. It could raise output in the UK by an equivalent 2% of Gross Domestic Product”

Related articles

Gender Diversity Research – “The effectiveness (or otherwise) of organisational gender diversity program’s on profit”


As part of my Sociology degree I have commenced a year-long research project. The subject will be on “The effectiveness (or otherwise) of organisational gender diversity program’s on profit”  to see if we can come up with some metrics and measurements for quantifying the value of a gender diverse workforce on bottom line profitability.  Diversity programs are undertaken in many organizations in a bid to attract and keep senior women in leadership and although we know there are clear advantages, much of the information is empirical or intangible and difficult to measure under current business structures.

This is the first part of the study to test the theory and viability of further research into Gender Economics and Diversity Economics.

To book, please CONTACT ME

19 June 2012 UPDATE

Thanks so much to Tom Bright from Practicus who kindly responded to my earlier request for a room via LinkedIn to host my focus group in July for the first part of my research into Gender and Diversity Economics.