Meaningful Metrics for Diversity and Inclusion
This resource provides a series of steps to help organizations set, evaluate, and analyze meaningful diversity and inclusion progress.
There are nine steps in the series:
- Define which diversity dimensions you will monitor: Organizations can extend measurements beyond gender to other relevant metrics: such as race, ethnicity, and age.
- Review data policies: Ensure that data policies follow legal and ethical requirements.
- Select Metrics
- Identify bias blind spots: Representation, retention, recruitment, selection, promotion, development, pay and benefits, employee engagement, employee focus groups, etc.
- Track progress: Membership of ERGs, participation rates in formal mentoring programs or sponsorship schemes, participation rates in D&I training programs, etc.
- Measure return on investment: Revenue generated by new products or services, market share, cost savings, etc.
- Establish baseline measures: Use baseline measures to track impact/progress of an initiative by comparing results with the baseline measure.
- Set targets that are ambitious enough to encourage effort but realistic enough to avoid resistance.
- Assign responsibility and establish accountability at top levels (CEO, Board of Directors) through scorecards and other performance management tools.
- Track and analyze results: Have a formal plan for measuring progress and assign responsibility for reporting and responding to the findings.
- Report results and outline new initiatives: All results and rectification plans should be transparent internally for employee access and selected metrics should be disclosed externally.
- Review metrics regularly and change them as needed as the D&I program matures and business goals change.
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