efforts having an impact? Examples of key demographic metrics include: • Hiring – attraction, selection, and acceptances of diverse talent • Retention – who stays and what development tactics have an impact • Advancement – promotions, raises, project assignments, etc. • Leadership – representation by level, by area, etc. • Pay equity review – by department, job classification, etc. Diversity metrics are one part of the equation. Organisations must also measure inclusion, belonging, and engagement. This qualitative feedback is more
Dashboards and scorecards provide businesses with an overview of goals and progress. Quick access and transparency of data and goal progression helps organisations run more efficiently while increasing engagement and accountability. Seeing roadblocks and successes in real time leads to timely problem solving, course correction, and opportunities for recognition and celebration. In the US, many businesses have started using scorecards/ dashboards including the likes of Salesforce, Sodexo, Cigna, and Intuit. The findings from a recent Harvard Business Review Analytics Services found that higherperforming organisations work hard to monitor how equitable they really are and measure DEI progress across a wider range of metrics. March 2022 |
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When first publishing a scorecard related to diversity, the numbers may not look so great. This can create a challenge for organisations that may wish to “wait until the numbers look better” before sharing specific data
difficult to capture but can include: • Surveys – annual and quarterly pulse checks • Tracking participation in ERGs • Tracking mentorship • Accessibility review/ audit (bathrooms, parental leave, screens, close caption) • Regular exit interviews to uncover common themes or potential issues. • Conducting meeting audits to review who speaks, who gets interrupted, etc. C OVER
through accountability. By taking this big first step, a strong signal is sent to the organisation and progress can begin in earnest. Deciding what to measure In deciding what to measure, organisations should begin with questions and clear goals. It begins with determining what diversity means in your organisation, industry, the customers you serve and what you want your organisation to look like. How diverse are your teams, your leadership, and what can you do to change the composition? Are you paying employees equitably? How and from where are you recruiting? What are your retention metrics—are your
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