Do your employees know that you value them and that their contributions to the organization don’t go unnoticed?

Diversity training is essential to making sure that your employees feel appreciated and that there are development and leadership opportunities available to them. But how do you know if your diversity programs are effective? Don't you want to know if your employees are looking for someplace else to leverage their talents?

In the latest installment of Big Think Edge, Jennifer Brown, a management expert enlisted by top companies for diversity trainings, explains methods for evaluating whether your initiatives are working.

Formal Methods

Surveys and lists are great ways to collect employee feedback. Brown recommends that they be used regularly to test just how inclusive your organization actually is and to understand where it's falling short. “If you're not doing that on a regular basis, even every two years, I would highly recommend that you utilize one of these tools,” she says.

Be Specific

Macro surveys should be combined with surveys specific to the minority groups in your company.  “[These are] very powerful tools to understand whether you’re having traction and what further needs to be done,” says Brown.

Informal Methods

Is your talent looking for another place to leverage their skills and grow their careers? In order to retain top talent, learn how to understand who has one foot out the door and why. Focus groups are an effective way to collect feedback and ideas for solutions.

“As a complementary mechanism to lists and surveys we should think about focus group data collection and the creation of small dialogues,” says Brown. "And by small I mean more intimate, which creates more of a trusting environment, and typically these are facilitated.” Focus groups also reassure your employees that they are appreciated and have been heard.

For more on Brown’s insights into the many benefits of diversity training and evaluating employee feedback and how to make them work for your company, subscribe to Big Think Edge.