DO YOU TRACK YOUR DEI PERFORMANCE?

DEI Metrics and Performance: How to measure DEI in the workplace, set targets, and track improvements.

Measuring Diversity Equity & Inclusion (DEI) in the workplace is essential to gauge the effectiveness of DEI initiatives and make necessary improvements. In my book Mastering Diversity: “We Go Together or Not at All”, I share data from a couple Mckinsey 2020 and 2021 reports which demonstrate the disconnect between employers’ views on how great an Ally they were and their staff’s actual viewpoint. The reason for this is these employers had no real concept of what true Allyship looked like. They had no knowledge of what their Latino and Black staff needed to make them feel like they belonged. They did not consider that advocacy on behalf of their marginalised staff, ensuring they put them forward actively for deserved promotions, speaking up if they saw them being discriminated against and actively seeking mentors that they could relate to, was crucial to being a good Ally.

In this Article I am suggesting some key methods of measuring DEI, setting targets, and tracking improvements:

1. Defining Clear DEI Objectives

Before you can measure anything, you need to know what you're aiming for. Clearly defined objectives might include:

• Increasing the representation of underrepresented groups in leadership roles.
• Improving scores on employee satisfaction surveys related to inclusivity.
• Reducing turnover rates among minority groups.

2. Key DEI Metrics to Consider

• Representation: This goes to the demographic breakdown of your workforce. Analyse it across different levels (entry, middle management, senior leadership) to identify disparities.
• Retention Rate: Track retention rates of different demographic groups to identify if certain groups have higher turnover and why that might be.
• Hiring and Promotion Rates: Measure how many individuals from diverse backgrounds are being hired and promoted within the company.
• Pay Equity: Analyse pay gaps between genders, ethnicities, and other demographic groups.
• Employee Surveys: Regularly survey employees to gauge their perception of the inclusivity of the workplace. Questions might pertain to how respected they feel, if they believe they have equal opportunities, or if they've witnessed or experienced discrimination and or bias.
• Training and Development: Track the number of employees participating in DEI training and their feedback on these programs. Also analyse implementation. It is not enough to be given tools. We have to use them.

3. Setting Targets

• Quantitative Targets: Set specific numbers or percentages you aim to achieve. For instance, "Increase the number of women in senior leadership roles by 15% by 2025."
• Qualitative Targets: These are more about the quality of experiences or perceptions. For instance, "Improve positive responses on inclusivity-related survey questions by 20% in the next year."

4. Tracking Improvements

• Regular Reporting: Establish regular DEI reporting, whether monthly, quarterly, or annually. This will help keep the organisation accountable.
• Feedback Mechanism: Implement an anonymous feedback mechanism for employees to report DEI-related concerns or provide suggestions.
• Benchmark Against Industry Standards: Compare your metrics with industry averages or standards. This helps understand where you stand in the broader landscape.
• Engage Technology: Consider DEI software solutions that can help in tracking and analysing DEI metrics more efficiently.

5. Monitor and Reward Based on Data

• Addressing Disparities: If certain metrics, like retention rates for specific groups, are lagging, investigate why and address the underlying issues.
• Continuous Learning: If metrics reveal that DEI training isn't effective, look into improving or changing the training.
• Celebrate Successes: When targets are met, celebrate and communicate them across the organisation to foster a sense of accomplishment and motivate further progress.

6. Review and Adjust Targets

As your organisation evolves and the industry landscape changes, it's crucial to revisit and adjust DEI targets to ensure they're still relevant and challenging.

Remember, while metrics provide valuable quantitative data on DEI, qualitative insights – like feedback from employees or specific case studies – offer a more holistic picture. Both are essential for creating a truly inclusive workplace. Please reach out to me for more information and support at [email protected] and buy my book as a resource tool for your teams. You may also book a DEI Diagnostic with me.