DEI Metrics that Matter

DEI…it’s by no means a new term, but over the past couple years, it’s certainly become top of mind as HR leaders have had the opportunity and responsibility to advance diversity, equity and inclusion at their organizations.

Metrics are an essential part of any program so you can see what’s working for your organization and what needs improvement. To ensure that your DEI efforts are creating an inclusive and equitable workplace, let’s break down the seven most important DEI metrics you should be tracking.

1.) Recruitment

Comparing the number of diverse applicants for open positions against the number of non-diverse applicants.

To evaluate diversity in the hiring practices, there are two areas to note in your DEI data: diversity of the hiring panel and diversity of the applicant pool. Both of these factors are important to ensure you attract a diverse pool of candidates from different backgrounds, races, gender identities, and more. A diverse hiring panel and human resource department helps to ensure there is no unconscious bias during the hiring process and all candidates feel treated equally. 

2.) Representation
Tracking the number of diverse employees within the organization.

While attracting diverse candidates during your hiring process is critical, it’s equally important to have diversity in your current workforce. If you’re attracting a diverse group of candidates into your hiring pipeline, but your team is still not diverse, maybe there is a bias in the hiring process. Collecting this data allows you to identify where any issues and biases are and make changes accordingly to achieve your diversity goal.

3.) Advancement
Tracking promotions awarded to diverse individuals compared with promotions awarded to non-diverse individuals.

Lately, there’s been a lot of emphasis on diversity in leadership. However, even outside the C-suite, organizations should monitor the data about which employees are climbing the ladder. Are there a lot of demographic similarities between the employees who get promoted? Are employees of all groups and backgrounds taking advantage of learning and development opportunities? Remember, an organization that’s genuinely committed to DEI doesn’t just get diverse employees through the door…they help them thrive.

4.) Retention
Comparing average tenure of diverse employees to the average tenure of non-diverse employees.

Measuring attrition & employee turnover among specific groups of employees can be eye-opening. If women, workers living with disability, or other employees are leaving at a higher rate when compared with the workplace overall, it could indicate that a specific group is not being included or made to feel welcome & supported.

5.) Employee Satisfaction
Comparing employee engagement scores for diverse individuals to employee engagement scores for non-diverse individuals.

Job engagement & job satisfaction are harder to quantify, but actively seeking worker feedback & conducting employee surveys can help companies get the pulse of their organization & uncover any cultural obstacles that may affect inclusion.

6.) Accessibility
Tracking accessibility sentiment of diverse employees.

An audit of accessibility can mean determining whether bathrooms are accessible, whether parental leave is available, whether there is adequate accommodation for team members living with disabilities, & whether you recognize all types of holidays from a range of cultures.

7.) Pay Equity
Compare financial and non-financial rewards earned by diverse individuals to financial and non-financial rewards earned by non-diverse individuals.

One of the most significant issues in DEI is equal pay for equal work. Analyzing pay disparities within your organization will help you recognize potential gaps in your pay practices and design solutions to help them.

Put simply, you can't manage what you don’t measure. And that's the case with DEI initiatives and efforts. If you don't know what's working or what employees are responding to, your DEI efforts can quickly go downhill.

In the words of Torin Ellis “DEI is an effort, not an initiative…and it’s a FOREVER journey.”

Here’s a few more resources to help with your DEI work: 

Pillar is helping organizations build highly effective, diverse teams. If you’re interested in learning more, schedule some time to chat with us here

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