Finding Inclusive Balance

Content

The Inclusion Equation By Serena H. Huang Wiley, 256 pp., $35

The Inclusion Equation
By Serena H. Huang
Wiley, 256 pp., $35

Content

Serena Huang adopts a distinct approach to employee well-being concepts by explaining how to leverage data analytics and artificial intelligence and merge them with new talent strategies. Through interviews with leaders across the domains of diversity, equity, and inclusion; workplace well-being; and people analytics, Huang relays invaluable insights into strategies and mindsets that drive success in the workplace.

Serena Huang adopts a distinct approach to employee well-being concepts by explaining how to leverage data analytics and artificial intelligence and merge them with new talent strategies. Through interviews with leaders across the domains of diversity, equity, and inclusion; workplace well-being; and people analytics, Huang relays invaluable insights into strategies and mindsets that drive success in the workplace.

Content

The book delves into the details of implementing AI in training and explores the impact of the technology on employee well-being. It also discusses how companies have gained valuable knowledge about employee collaboration and communication through advanced analytics, including AI-powered techniques. One tactic, Huang explains, is to ensure a company has its affairs in order before piloting AI programs. For instance, if an organization wants to use chatbots to answer employee questions, it should provide the tool with up-to-date policies to avoid giving staff incorrect information.

The book delves into the details of implementing AI in training and explores the impact of the technology on employee well-being. It also discusses how companies have gained valuable knowledge about employee collaboration and communication through advanced analytics, including AI-powered techniques. One tactic, Huang explains, is to ensure a company has its affairs in order before piloting AI programs. For instance, if an organization wants to use chatbots to answer employee questions, it should provide the tool with up-to-date policies to avoid giving staff incorrect information.

Content

To evaluate program fundamentals to determine how to quantify an initiative's return on investment, Huang provides a three-step approach. First, choose the specific metric the program intends to improve. Second, quantify the impact of the change in that metric after implementation. Third, calculate the net ROI by subtracting the program's cost from the financial impact of the change in the metric.

To evaluate program fundamentals to determine how to quantify an initiative's return on investment, Huang provides a three-step approach. First, choose the specific metric the program intends to improve. Second, quantify the impact of the change in that metric after implementation. Third, calculate the net ROI by subtracting the program's cost from the financial impact of the change in the metric.

Content

Take the basic example Huang presents of a training program that costs $100,000, where the company observed a 10 percent decrease in turnover. The average cost of replacing an employee is $50,000, and the company loses 20 workers per year, resulting in an annual turnover cost of $1 million. The 10 percent reduction translates to a $100,000 yearly savings, indicating that the training program breaks even for the company, with higher potential savings over multiple years.

Take the basic example Huang presents of a training program that costs $100,000, where the company observed a 10 percent decrease in turnover. The average cost of replacing an employee is $50,000, and the company loses 20 workers per year, resulting in an annual turnover cost of $1 million. The 10 percent reduction translates to a $100,000 yearly savings, indicating that the training program breaks even for the company, with higher potential savings over multiple years.

Content

Huang notes that her interview subjects share a common mindset: Successful organizational leadership requires a willingness to think bigger, challenge the status quo, and take a data-driven approach. When talent development leaders adopt that line of thinking, their risks will help create an inclusive and supportive environment for all employees.

Huang notes that her interview subjects share a common mindset: Successful organizational leadership requires a willingness to think bigger, challenge the status quo, and take a data-driven approach. When talent development leaders adopt that line of thinking, their risks will help create an inclusive and supportive environment for all employees.