Diversity and Inclusion Measurements


To understand how companies are addressing and measuring diversity and inclusion gaps aside of gender diversity and what metrics they have in place to measure sexual orientation, ethnicity, disability status, and socio-economic background.

To provide case studies and stories from bigger companies like Nike, Uber, Bank of America, Salesforce, and LinkedIn who have successfully measured diversity and inclusion gaps.

Early Findings

Our background research on how companies are addressing and measuring diversity and inclusion gaps revealed insights. Here are key pieces of information we found:

Diversity and Inclusion Measurements Overview

  • Diversity and inclusion initiatives are business initiatives that are managed and measured in the same way that a company manages and measures any other business initiative. Companies are addressing and measuring diversity and inclusion gaps through: effective strategic business planning, executive sponsorship, communication, change management, project management, and day-to-day execution.
  • Several areas are priority metrics: Inclusion, Engagement, Productivity; Recruitment; Retention; Development and Advancement; Market Impact; and Compliance.
  • Inclusion, Engagement, and Productivity measures the general climate of full inclusion for all employees in the company and assesses the emotional connection employees have to the company and their perceptions of diversity and inclusion. These factors are then measured to assess their productivity and willingness to demonstrate consistently high levels of contribution and commitment.
  • Recruitment measures the ability of recruiters and managers to develop and implement effective strategies for attracting and hiring a diverse workforce.
  • Retention measures the ability of managers and other leaders to retain high performers from diverse backgrounds.
  • Development and Advancement measures the effectiveness of learning and development efforts of specific diversity and inclusion initiatives that facilitate a sustainable behavior change and build capability in areas that ensures that all employees have access to job assignments and advancement opportunities.
  • Market Impact measures how inclusive management practices impact sales, market share, or underlying cost structures.
  • Compliance measures the ability of a company to meet the diversity and inclusion standards established in Affirmative Action Plans, Equal Employment Opportunity guidelines, supplier diversity guidelines, and other established guidelines.
  • Best practices for addressing and measuring diversity and inclusion gaps within a company include: linking diversity and inclusion metrics to business outcomes, leveraging the power of engagement, insisting on accountability, effectively utilizing both quantitative and qualitative measurement tools, and moving beyond measuring minimal representation that only meets compliance standards.

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