How do you measure your diversity and inclusion progress?

1 Define your D&I goals and metrics

Before you start measuring anything, you need to have a clear and specific vision of what you want to achieve with your D&I efforts. What are your desired outcomes and outputs? How do they align with your organizational values, mission, and strategy? How will you know if you are successful or not? These questions will help you define your D&I goals and metrics, which should be SMART: specific, measurable, achievable, relevant, and time-bound. For example, you may want to increase the representation of women in leadership positions by 10% in the next year, or reduce the turnover rate of employees from underrepresented groups by 15% in the next six months.

2 Collect and analyze your D&I data

Once you have your D&I goals and metrics, you need to collect and analyze the data that will inform your progress and performance. You can use different sources and methods of data collection, such as surveys, interviews, focus groups, observations, performance reviews, exit interviews, etc. You can also use different types of data, such as quantitative (numbers, percentages, ratios, etc.) or qualitative (stories, feedback, opinions, etc.). The key is to ensure that your data is valid, reliable, and representative of your organization and its stakeholders. You should also use appropriate tools and techniques to analyze your data, such as descriptive statistics, inferential statistics, thematic analysis, etc.

3 Benchmark your D&I results

To put your D&I data into context and perspective, you need to compare it with some external or internal standards or references. This is called benchmarking, and it can help you evaluate your D&I performance and impact against your competitors, industry, or best practices. For example, you can use publicly available reports or databases to see how your organization ranks in terms of diversity and inclusion among similar organizations or sectors. You can also use your own historical data or internal targets to see how your organization has improved or declined over time or across different units or departments.

4 Communicate your D&I findings

After you have collected, analyzed, and benchmarked your D&I data, you need to communicate your findings to your relevant audiences, such as your leadership team, employees, customers, partners, etc. You should use clear and concise language, visuals, and stories to present your D&I results and insights. You should also highlight your strengths and achievements, as well as your challenges and areas for improvement. You should also provide recommendations and action plans based on your D&I findings, and invite feedback and input from your stakeholders.

5 Monitor and adjust your D&I strategy

Measuring your D&I progress and performance is not a one-time activity, but a continuous and iterative process. You should regularly monitor and review your D&I data, goals, metrics, and actions, and adjust your D&I strategy accordingly. You should also celebrate your D&I successes and learn from your D&I failures, and share your D&I stories and best practices with your organization and beyond. By doing so, you will create a culture of D&I accountability, learning, and innovation in your organization.