How do you measure the impact of your diversity programs?

1 Define your goals

The first step to measure the impact of your diversity programs is to define your goals and objectives. What are you trying to achieve with your programs? How do they align with your mission, vision, and values? How do they support your clients, staff, and stakeholders? You need to have clear and specific goals that are SMART: specific, measurable, achievable, relevant, and time-bound. For example, you may want to increase the representation of people of color in your leadership team by 10% in the next year, or reduce the turnover rate of LGBTQ+ staff by 15% in the next six months.

2 Choose your indicators

The next step is to choose your indicators or metrics that will help you measure your progress and impact. Indicators are quantitative or qualitative data that reflect the changes or outcomes that your programs produce. They should be linked to your goals and objectives, and be valid, reliable, and feasible to collect and analyze. For example, you may use indicators such as the number and percentage of staff from diverse backgrounds, the satisfaction and engagement levels of staff and clients, the retention and promotion rates of staff, the feedback and complaints from staff and clients, or the quality and accessibility of your services.

3 Collect and analyze your data

The third step is to collect and analyze your data using appropriate methods and tools. You need to decide how, when, and from whom you will collect your data, and how you will ensure its accuracy, confidentiality, and security. You may use various sources and methods of data collection, such as surveys, interviews, focus groups, observations, documents, or records. You also need to decide how you will analyze your data, and what methods and tools you will use, such as descriptive statistics, inferential statistics, thematic analysis, or SWOT analysis.

4 Report and communicate your results

The fourth step is to report and communicate your results to your relevant audiences and stakeholders. You need to present your findings in a clear, concise, and compelling way, using visual aids, charts, graphs, or infographics. You also need to highlight the strengths, weaknesses, opportunities, and challenges of your diversity programs, and provide recommendations for improvement. You should tailor your reports and communication strategies to the needs and preferences of your audiences and stakeholders, such as staff, clients, funders, partners, or regulators.

5 Implement and monitor your actions

The final step is to implement and monitor your actions based on your results and recommendations. You need to develop and execute an action plan that outlines the specific steps, responsibilities, resources, and timelines for improving your diversity programs. You also need to monitor and track your actions and their outcomes, and adjust your plan as needed. You should involve your staff, clients, and stakeholders in the implementation and monitoring process, and seek their feedback and input regularly.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?