In 1932 when the institution was founded, the diversity, equity and inclusion (DE&I) strategy didn’t look anything like what it does today. Back then, it meant offering opportunities to active-duty servicemen in order to serve the needs of disabled veterans.
Today, that philosophy still abides – but learners are not the same, and neither is the university. Learners represent some of the most nontraditional populations in the world: refugees, opportunity youth, single parents, people of colour, service members, and many more. Learners are more likely to be successful if the university is paying attention to equity, belonging and learning, which is why those values need to be reflected in the organisation’s policies, practices and curriculum.
In order to meet the needs of learners today, it was necessary to transform the way the organisation does business. From a talent perspective, that means understanding the experiences of employees in order to attract and retain a workforce that reflects the diversity of wider society – and consequently, the university’s students. Workday Peakon Employee Voice has helped guide the way toward being a more diverse, inclusive and equitable organisation. It provides real-time optics into employee experience, engagement and inclusion – insights that would never have been available otherwise.
Workday Peakon Employee Voice helps to show where the organisation is doing really well, and where to spend more time and energy in future.
Understanding the experiences of different identity groups through data.
A key part of the university’s DE&I strategy has revolved around understanding the differing experiences of employees and seeing where more support can be offered. Having these data points is critical for establishing a starting point for DE&I, as well as providing a way to monitor and measure ongoing progress.
Measuring the employee experience can feel challenging – how do you measure a feeling or a sense of belonging? With Workday Peakon Employee Voice, it’s possible to segment our data by various dimensions of diversity, such as gender, generation, race and location – and see what stories the data is telling. Workday Peakon Employee Voice helps to show where the organisation is doing really well, and where to spend more time and energy in future. For example, early data revealed that setting measurable goals for developing, retaining and advancing the growth of underrepresented employees was of paramount importance.
Understanding the reasons behind employee turnover using the Employee Experience Cycle within Workday Peakon Employee Voice has also helped to focus the organisation’s efforts on the lived experiences of specific identity groups at SNHU – and what needs to be top of mind in order to better support them in future.
You can see how the employee experience changes from their first day until their last – and segment this data by different demographics. This has been so powerful because it means the university can proactively put interventions in place to not only make changes to our hiring pipeline, but retain our best and brightest talent.
Workday gives us a pulse on how employees are feeling in real time, helping to better understand the experiences of different identity groups at SNHU.
Cultivating a culture of belonging where every employee can thrive.
The team uses Workday Peakon Employee Voice every day to take quick snapshots of the workforce – and find out which actions would best support the SNHU community. Workday has helped further SNHU’s DE&I strategic objectives and build more conversations around it, both on and off the platform.
With Workday Peakon Employee Voice, the organisation can foster an ongoing dialogue with employees – and because the dialogues are confidential, it means employees feel safe in sharing their opinions. Workday gives us a pulse on how employees are feeling in real time, helping to better understand the experiences of different identity groups at SNHU. It’s possible to see the impact of this within the data. For example,the Freedom of Opinions driver shows how SNHU’s actions have positively contributed to fostering an inclusive culture, leading to an NPS score increase of 62 since implementation. There has also been a huge improvement in the Growth driver score, with an increase of +40 NPS, showing that employees feel more supported in their individual career advancement.
Workday Peakon Employee Voice is such an intuitive tool that delivers really powerful insights. It provides the organisation with quantitative and qualitative data that makes it easy to paint a picture of how employees experience life at SNHU.