Evaluating DE&I? You’re probably doing it wrong
What are the numbers that your organization should be tracking to show movement on key DE&I initiatives? Here’s how you should measure this important part of your organization.
In the unlikely event that you are actually measuring the outcomes of your diversity, equity and Inclusion (DE&I) efforts, chances are good you’re doing it wrong.
In 2014, 66% of corporations had no metrics at all, and virtually no one (less than 6%) was measuring the ROI, according to a survey by the Society for Human Resource Management (SHRM). There’s not a lot of evidence that the situation has improved since then.
Sure, lots and lots of companies are issuing press releases scrambling to at least sound like they are embracing principles of DE&I, but one thing has become very clear: they’re talking about and measuring the wrong things. When any organization comes out with a “statement” about the recent protests, Black Lives Matter, racism, or whatever they feel they need to talk about, it takes only a minute or two for the Twitter-verse to discover whether they have passed or failed the true diversity test.
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