Why You should Consider The Gini Coefficient To Measure Inequality

I’m hoping that you use some kind of data to track Diversity & Inclusion where you work

But what are you using as a benchmark?

Get your pen and paper ready because we’re talking about a potentially controversial way for you to measure inequality where you work

In today’s show we discuss several things including:

  • A controversial idea to measure inequality
  • An approach we can borrow from the World Bank
  • Why people may disagree with this idea and much more

Gini Coefficient measures inequality

“Would a high Gini coefficient point to a high concentration of these things with a small number of people?”

 You can repurpose it to measure inequality where you work

“I don’t know if it’s creator would approve but what if we used the Gini coefficient for something useful where you work”

Not everyone’s going to agree with you

“Critics will say that they’re already collecting data, if so great, but I hope what you’re doing goes a lot further than the engagement surveys from HR”

SHOWNOTES

World Bank Inequality and Shared Prosperity

Corrado Gini

Gini addresses the Third International Congress of Eugenics

Two conditions for the application of Lorenz curve and Gini coefficient to voting and allocated seats

Towards greater socio-economic equality in allocation of wastewater discharge permits in China based on the weighted Gini coefficient

Sustainable Cloud Service Provider Development by a Z-Number-Based DNMA Method with Gini-Coefficient-Based Weight Determination

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences