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Diversity, equity, and inclusion (DEI) have become non-negotiable elements of a thriving workplace. Organizations across a wide range of industries understand the value of cultivating a more diversified and dynamic workforce. Simply implementing DEI initiatives isn’t enough. You need to set clear goals and measure your progress to ensure that DEI efforts translate into meaningful outcomes.
According to the 2023 Deloitte Global Human Capital Trends survey, 86% of organizational leaders believe that embedding DEI into day-to-day work is critical to their companies’ success. However, only one out of four believe they are ready to tackle the challenge of integrating DEI into everyday work.
So how can your business ensure it’s ready to make diversity and inclusion foundational parts of company culture? You’ll need high-quality talent analytics data and a way of measuring your progress. Here’s what you need to know.
Once you learn the DE&I meaning, it’s time to set some goals. You also need to figure out why you are pursuing diversity and inclusion in the first place. Here are a few reasons your company might want to become more diverse and inclusive:
These goals aren’t one-size-fits-all. Think about your company’s needs and how DEI can help you reach big-picture objectives.
You need to set clear DEI goals to drive real change. We recommend using the SMART goal framework:
Here’s an example of a goal that checks all of the SMART boxes: “Increase the representation of women in leadership roles by 20% within the new two years.” It’s specific (women in leadership roles), measurable (20% increase), achievable (based on the company’s current baseline), relevant (if leadership diversity is a known gap), and time-bound (within two years).
Make sure that you are striking a balance between setting ambitious targets and maintaining realistic expectations. While aiming high can drive progress, setting unachievable goals can lead to frustration and burnout.
How do you know if your DEI program is making an impact? You’ll need to pay attention to the right metrics, which include:
Analyze representation across different levels and departments
Track the diversity of your applicant pool, interview panel, and new hires
Measure retention and promotion for different groups
Conduct surveys to assess feelings of inclusion and belonging
Each of these data points provides a piece of the puzzle. You’ll need to analyze several different metrics and combine each bit of data to get a view of the big picture.
Many organizations struggle to capture meaningful data across the employee lifecycle. That’s where a people analytics platform comes in. Such a tool enables you to track diversity-related metrics across various touchpoints, making it easier to identify gaps and opportunities.
Data analytics also allows for external benchmarking — comparing your DEI performance to industry standards or geographic diversity baselines, such as census data. This ensures your DEI goals are realistic based on the available talent pool in your area.
You’ll also need to deploy qualitative methods like focus groups and interviews. These tools provide deeper insights into the experiences and perceptions of your team members.
You can’t set goals or create policies for change until you know where your company currently stands. Gather data about the state of DEI within your organization. Analyze the information to establish a baseline and identify areas where you can get better.
It’s important to respect employee confidentiality and privacy. Make sure team members feel comfortable sharing their information, and comply with any legal requirements.
You should also be open about your DEI initiatives and goals. Share what you want to achieve and why. Make sure to link the program back to your team members and how reaching your goals will benefit them.
Most importantly, be honest and transparent. Tell team members about your wins and losses. If you hit an important objective, let them know. If you fall short, be candid and commit to double down on your efforts.
The biggest hurdle you’ll face on the road to a more diverse and inclusive workforce is incomplete data. Many organizations struggle with data gaps, especially when it comes to people analytics. You’ll need the entire team to participate in your program to ensure that you’ve got accurate, complete information. You’ll also need a platform that can organize and securely store all of that data.
You must also be mindful of privacy rules and anti-discrimination laws. We suggest consulting your company’s legal team to make sure your DEI policies don’t open you up to a lawsuit.
Here are a few tips to make your diversity, equity, and inclusion efforts more impactful:
Use these tactics to get your team members on board and make DEI a part of company culture.
Artificial intelligence and machine learning will likely become key tools for DEI measurement. They can identify patterns and suggest targeted interventions to take your DEI efforts to the next level.
The entire diversity, equity, and inclusion movement may become more holistic over time. Organizations may focus on factors like psychological safety and cultural competence.
Your ability to promote diversity, equity, and inclusion hinges on the quality of your DEI data. With the right data, you can set achievable goals and make targeted improvements that have a meaningful impact on your organization. But what platform can handle the unique challenge of gathering and analyzing DEI data? Enter PeopleInsight.
PeopleInsight, HireRoad’s comprehensive people analytics platform, includes intuitive tools for collecting and exploring human resources information. You can explore position-level demographic data and hiring trends to set meaningful DEI goals and measure your progress. Book a free demo with PeopleInsight.
