Learn how to measure different diversity characteristics of your workforce and job applicants.
Diversity metrics measure the balance of people in the workplace and if movement is equitable, while inclusion metrics measure if the employee experience is equitable.
The basis of diversity data is the different protected characteristics of your workforce and job applicants. It’s a way of collecting people’s ethnic identity, sexual orientation, disability status, gender identity etc. This type of data looks at trends across different processes to help businesses understand where potential bias exists in talent movement where intentional action is needed.
A metrics based approach can identify problems, establish baselines, and measure progress. Data analysis can show if you are representative of your talent pool or the community you serve. It will tell you which groups are in the majority in your company and if any groups are under-represented. Monitoring data also allows you to keep track of the impact that your DEI initiatives have.
Managers tend to worry that collecting diversity data may yield evidence of discrimination that can fuel lawsuits against them but there are ways to minimize the legal threats while still embracing the use of metrics. Collecting diversity data can also make individuals feel uncomfortable, especially if this is a new initiative that is being rolled out.
Collect actionable data to identify gaps and underlying causes of your DEI challenges. Clearly communicate to employees why the data is collected and how it will be used. Educate managers why data collection is important and make sure they champion this idea. You can opt for including a ‘prefer not to say’ option in your questionnaire.
Assess your organization with these questions:
Foundational Actions
Embedding Actions
Leading Edge
