It's no longer a secret that enabling diverse teams is a good business decision while contributing to building an inclusive economy.

There’s no doubt too that in 2021 and beyond, companies will continue to be more attentive and will devote resources to advancing diversity, equity, and inclusion (DEI) in their organization. But it will still be a real difficulty for them to measure the impact of their strategies and communicate that impact to their stakeholders.

According to a recent article in Harvard Business Review, "more than 1,600 CEOs have signed onto the CEO Action for Diversity & Inclusion Pledge, and 40% of companies discussed diversity and inclusion in their Q2 2020 earnings calls versus only 4% the same quarter a year prior. According to Gartner research, the number of HR leaders identifying DEI efforts as a top priority was 1.8 times higher in 2020 than in 2019. Gartner analysis reveals an almost 800% increase in job postings for dedicated diversity recruiters".

But yet, 23% of HR professionals believe their D&I programs are highly effective.

So, when you are a company looking for CSR performance, how do you know if your DEI program is effective? Is it inclusive enough? One solution to start efficiently, is to do a global diagnostic of your DEI maturity, based on your HR data to identify gaps and actions to progress.

Identify data gaps and monitor Diversity and Inclusion

Using data in diversity and inclusion initiatives can help organizations evaluate their DEI maturity, identify data gaps and adjust their action plans depending on their identified challenges.

A recent Gartner survey reveals DEI leaders indicated that “setting goals and tracking DEI progress through metricswas one of their two top priorities for 2021, measuring workforce representation is a real challenge, particularly for global organizations that need to define their underrepresented talent segments across geographies/regions/BUs.

Which dimensions of diversity and inclusion can you measure?

There are various dimensions of diversity that you can measure.

  • HR metrics which includes basic characteristics like age, ethnicity, gender, disability, and sexual orientation. You can also add to this list other HR metrics including education, marital and parental status, and religious aspects;
  • Carrier development metrics and engagement: training ratios,  individual’s job level, mentorship programmes, General career development's external investment, pay rolls, diversity of employees vs. application pool
  • Existing D&I process like Percentage of managers trained on non-discrimination or the Existence of an Employee Ressource Group (ERG) addressing LGBT+ cause and/or a specific LGBT+ network within the company created at the initiative of the company and/or employees…

How can you measure diversity and inclusion?

Our D&I software will help you assessing your diversity, equity and inclusion situation, with a global D&I footprint, detailed KPIs and actionable insights to progress.

If you’d like to see what it can do for your organization, our team will offer you a demo, via the link below : Request for a Mixity demo

How to choose your D&I metrics

There is no standard or universal way to measure diversity and inclusion. But with Mixity, we have created the fisrt Universal solution to rank your company on Diversity and Inclusion, based on a neutral set of metrics, and in addition, adapted metrics to better fit with your regional regulation and / or culture.

  • Our solution offers you a global approcha on 6 item :
  • General/intersectional approach of DEI assessment,
  • Gender quality,
  • Disability,
  • Ethnicity,
  • Ages,
  • LGBTQI+.

Depending of what issues you want to address - a global DEI perimeter or specific DEI perimeters - you can choose the dimensions you want to assess.

Of course, when measuring Diversity and Inclusion, you will answer several aspect of your DEI performance like : carrier development, recruitment, workalike balance, belonging, awareness and training…

Regardless of your size, Mixity is a tool very simple to use, adapted as well for big corporate companies as to small size offices, with an evolutive framework, that will help your teams to build and develop a dynamic Diversity and Inclusion programme, with a 360° perspective.

Employee survey to measure deeper your D&I maturity

You can use employee surveys, like our Mixity Human tool, to measure DEI goals and define statements that reflect diversity and inclusion practices.

Surveys can be one of the best ways to connect with your team. Through asking them to respond to a series of questions, you can get a better understanding of how they feel about their position, and the processes and tools they are looking for to feel better included in their workplace.

However,  it’s important to take into account the notion of anonymous survey. Employees will feel safe knowing that their responses will not impact their job and will remain anonymous.

Our Mixity Human solution is totally neutral, anonymous and so, our solution is considered as totally safe by employees when answering the survey.

If you’d like to see what our employee survey Mixity Human can do for you and how it can support your D&I implementation, get in touch below.

Analyse D&I data and share them transparently

With Mixity, you will be able to share with your internal teams, and externally with employees, candidates, clients, stakeholders... if you choose to publish online your DEI scores and KPIs.

Your current diagnostic is not the main aspect you need to consider when measuring your DEI level. You might think you’re making progress on identifying with your Mixity management tool, actions and best practices to implement in the coming months and targeted kpis. With Mixity, ours teams are at your side to promote and develop diversity and inclusion in your organization.

Want to assess or develop your DEI culture ? Contact us to book a demo here