Today, Diversity and inclusion is an integral part of every company's strategy. One way to measure diversity and inclusion in your company is first of all to take a look at the C suite diversity figures, which shows the ratio of women and men, and the ratio by ethnicities/nationalities who occupy the corner office in companies that have diversity targets in place.
When it comes to diversity and inclusion initiatives, we often remember the bigger companies, but diversity and inclusion are vital for every business to implement, including startups and small businesses.
Your company need to be inclusive, by design, whatever the employees' size.
1. Look at diversity across teams
When diversity is not approached in a departmental way it often leads to silos, which only highlight the lack of diversity or inclusion that exists within teams or departments. Instead look at diversity within expertise groups, across teams, and from a diversity of backgrounds.
In order to really measure diversity across teams, our Mixity's experts in Diversity and Inclusion diagnostics recommand you to have diversity goals for each of your teams. For example you can define a goal to have in each team 30% women and 10% other underrepresented groups or a certain amount of diversity within expertise groups or diversity from a diversity of backgrounds. You could add additional criteria like ages, geographic perimeters, degrees levels...
2. Look at the number of people who actually get hired
If diversity initiatives are just focused on people who applied for roles and diversity was not considered during the application process, diversity and inclusion will continue to be about numbers on a page and creating diversity numbers which don't actually change anything. Instead look at diversity across the entire process, from recruitment to hiring processes, to reduce biais, so that diversity is an integral part of the entire talent acquisition strategy.
3. Look at diversity within leadership
Leadership diversity is important for diversity initiatives to succeed, especially when diversity and inclusion is something that leaders champion with their teams. When diversity isn't applied across all levels of an organization it will always feel like a tick box exercise with no real backbone or support behind diversity and inclusion.
4. Look at diversity against the backdrop of the wider diversity landscape
There is diversity within diversity, meaning that some people are underrepresented in one group but overrepresented in another group making every single individual's identity unique to them. From our Mixity's perspective, good way to measure diversity is to look at diversity against the backdrop of individuals diversity landscape and diversity within diversity to measure diversity at a more individualized level.
5. Measure diversity over time
In order to really measure diversity it's necessary to look at diversity across time so that you can see the progress diversity initiatives are making, which means looking at data over time, both positive and negative changes of diversity numbers or points, and diversity initiatives to ensure diversity initiatives are effective.
To help you to get a global diagnistic of your Diversity and Inclusion maturity, and get very precise metrices and kpis to follow year to year, Mixity has developped the first HR solution to assess and manage your DEI policity, whatever your size or your geographic location.
Today, we help major worldwide groups and international startups to monitor their Diversity and inclusion impact.
Interested to learn more about our solutions ? Contact us for a demo.