What are the best recruitment metrics and KPIs to track for diversity and inclusion goals?

1 Demographic diversity

One of the most basic and common recruitment metrics for D&I is demographic diversity, which refers to the representation of different groups of people in your workforce, such as gender, race, ethnicity, age, disability, sexual orientation, and so on. Demographic diversity can be measured at different stages of the recruitment funnel, such as applicants, candidates, hires, and retention. By comparing the demographic diversity of your talent pool with your target market, industry benchmarks, and internal goals, you can identify gaps and opportunities for improvement.

2 Diversity sourcing

Another important recruitment metric for D&I is diversity sourcing, which measures the effectiveness of your outreach and attraction strategies to reach diverse talent. Diversity sourcing can be tracked by analyzing the sources of your applicants and candidates, such as job boards, social media, referrals, events, and so on. You can also measure the quality and conversion rate of each source, and the return on investment (ROI) of your diversity sourcing initiatives. By optimizing your diversity sourcing, you can increase the quantity and quality of your diverse talent pipeline.

3 Diversity hiring

The next recruitment metric for D&I is diversity hiring, which measures the impact of your selection and hiring decisions on your D&I goals. Diversity hiring can be tracked by calculating the percentage of diverse hires out of the total hires, and the percentage of diverse hires out of the diverse candidates. You can also compare the diversity hiring rate with the diversity offer rate, and the diversity acceptance rate, to identify any potential biases or barriers in your hiring process. By improving your diversity hiring, you can enhance your employer brand, reduce turnover, and foster a more inclusive culture.

5 How to use recruitment metrics and KPIs for D&I

In order to use recruitment metrics and KPIs for D&I effectively, there are some best practices to keep in mind. Setting SMART goals for each metric and KPI and aligning them with your organizational vision and values is important. Additionally, collecting data from multiple sources and perspectives, using reliable tools and methods to ensure accuracy, communicating results and progress regularly and transparently, and reviewing and evaluating performance and impact periodically are all key steps. Lastly, involving stakeholders such as employees, candidates, customers, partners, and community in your D&I initiatives is essential for success.

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?