10 Important DEI metrics to follow

varsha sarkar

August 11, 2023

1:19 pm

The effectiveness of your organization’s efforts to promote diversity, equity, and inclusion (as well as a sense of belonging) is shown through DEI measurements. It aids in your organization’s evaluation of DEI results and advancement. You may track this both directly and indirectly using analytics. You can also set goals and establish accountability thanks to them. Here are the 10 most important DEI metrics to consider:

  1. Demographics across organization levels

The company is frequently more diverse at the employee level than it is higher up. Because of this, it’s important to comprehend the demographics of your workforce— not just at the corporate level, but also at every level, all the way up to leadership.

  1.  Retention across employee groups

Glassdoor reports that 47% of Black and 49% of Hispanic workers have left their jobs as a result of witnessing or experiencing discrimination at work. If you want to know if your company gives workers from different backgrounds a sense of inclusivity and belonging, you must measure employee turnover and attrition. It is obvious that under-represented personnel don’t feel at home in the company if they depart at a higher rate than the average.

  1.  Employee turnover

In contrast to turnover, which examines the percentage of people who leave, retention rate examines the percentage of people who stay. Employee turnover is a crucial indicator for HR managers to monitor in general. You can delve deeper into the outcomes. It is crucial to factor in the turnover rate for various employee categories depending on gender, age, or race.

  1.  Adverse impact

By calculating the detrimental impact, you may assess the potential consequences at each step of the employee life cycle. It exposes unfair HR procedures and ultimately makes them more equitable. For instance, if you engage in discriminatory behaviour during the hiring process, it spreads throughout the company and has a negative impact on its attempts to promote diversity, equity, and inclusion.

  1.  Internal talent mobility

Your diversity efforts are ineffective if there aren’t enough members of underrepresented groups in your leadership. Minority groups within the firm should be clearly represented in management, including outside the C-suite.

  1.  Employee resource group (ERG) participation

An Employee Resource Group (ERG) is a platform for employees who share a common identity to meet and support each other and increase their sense of belonging within the organization. ERG programs empower these groups by offering them organizational and financial support and leadership access. If you have ERGs at your organization it’s worth evaluating the participation rate in these groups. If people are reluctant to join, it is important to determine why and re-evaluate the inclusion initiatives.

  1.  Candidate demographics

Who are the candidates you are drawing? from which sources? What is the funnelling process for varied talent? This will show you which sources get applicants from a variety of backgrounds if your job advertisements use inclusive language. Throughout the application process, you can anonymously gather applicant demographic information. Calculate it as a percentage of the total number of candidates who passed through each stage and each demographic category.

  1.  Attending DEI events and training

Do your employees feel secure enough to participate psychologically? You may find out what activities are most popular and how to foster allyship, which is when people support minority groups without really belonging to one, by keeping track of participation. Although Ceridian’s employee resource groups, or “YOUnity Groups,” host events all year long, we only require DEI training every three months. Keep track of how many people attend the twice-weekly email-based DEI training sessions.

  1.  Net Promoter Score for employees (eNPS)

The employee Net Promoter Score (eNPS) is a quick and easy approach for your company to monitor commitment and pride. Also, it plays a significant role in Officevibe’s Engagement Measurements. It assesses employees’ willingness to promote your organisation as a good place to work, and whether they’re engaged and excited about their work.

  1.  Pay equity and parity

Looking at pay discrepancies inside your organisation will help you find potential issues with your pay practices and build methods to address them. One of the most notable concerns in diversity is fair to pay for equal effort. There is often a perception that workers from different demographic groups get compensated differently for doing the same work – and that’s why it is crucial to calculate this regularly.

varsha sarkar

August 11, 2023

1:19 pm

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