How to measure and monitor Diversity and Inclusion in the workplace?

How to get DEI tools to assess and monitor DEI? As experts in DEI assessement tools, Mixity is frequently quesitonned about HR data that can be collected and analysed to fix KPis, goals, and help monitor a 360° DEI strategy.

How to measure and monitor Diversity and Inclusion in the workplace?

The events of the two last years, #BlackLivesMatters, #MeToo, #Covid crisis,  highlighted how much diversity, equity and inclusion matter in an organization.

Many well-knowned researches make the business case for a diverse workforce and show how urgent for companies it is to embrace diversity, equity, inclusion and belonging (DEIB) in the workplace.

Which benefits can we find in implementing a strong DEI culture?

Financial performance - McKinsey Survey - 2020: Companies in the top quarter for gender diversity on executive teams are 25% more likely to financially outperform those in the bottom quarter. Top-quarter companies for ethnic and cultural diversity outperformed those in the fourth quarter by 36%.

Innovation: Teams that encourage inclusive decisions take better decisions. Companies with above-average diversity produced a 19% greater proportion of revenue from innovation than companies with below-average diversity (45% vs. 26%).

Talent acquisition and retention: If we look at recent surveys from Glassdoor and Monster, Diversity is an major factor for 76% of employees and job seekers when evaluating job offers and companies. A vast majority (83%) of Gen Z candidates say a company’s commitment to diversity and inclusion is important when they choose where to work.

More over, diversity, equity, inclusion and belonging (DEIB) in the workplace is also important for custumer trust and employees engagement/belonging, two mains aspects that companies want to develop with their employee brand management.

How to get DEI tools to assess and monitor DEI?

As experts in DEI assessement tools, Mixity is frequently quesitonned about HR data that can be collected and analysed to fix KPis, goals, and help monitor a 360° DEI strategy.

Like any other strategic pilar of the company efficiency, DEIB efforts rely on continuous measurement and improvement. It is important to get insights and recommendations that align with the global performance of the company, in termes of HR and business perspectives.

To align the DEI vision of the top management and the impact on the day-to-day performance of the company, in termes of diversity and inclusion, managers need to get dedicated kpis to monitor and measuring tools to see if the actions they do have a real impact in the inclusion culture, regarding representations, taking into account interectionnality, and regarding the employees' inclusiveness feeling >> a work environment defined by trust and involvement.

Here, you will find some recommandations we frequently share with our clients to measure and monitor diversity and inclusion in their organization.

1. Assess diversity and inclusion with a 360° perspective

Frequently, companies come to us with a partial vision of their diversity and inclusion issues. However, a culture of inclusion cannot exclude a certain category of people, because ages, race or sexual orientation are subjects that the organization does not want to address. There are many criteria of discrimination and companies have a responsibility to address them and on the need to create a safe and positive environment for its employees. That's the reason why we have created at Mixity a global DEI assessment framework taking into account all the criteria that have to be analysed in order to determine what are the strengths and weaknesses of the organzation on each D&I aspect, regarding gender quality, ages, ethnicity, disability, LGBTQI+ and intersectionnality issues.

See here an exemple of a 360° Diversity, Equity and Inclusion assessment with the company DEI ffotprint; monitored kpis and recommandations to progress in each area.

2. Use employee surveys to complete your analyse from an employee perspective

Look at the  DEI process and figures, at a HR level is a good start to get concrete data and kpis to measure and monitor in a long run agenda. But, this approach is not complete if employees are not inclued in the evaluation process, to share their feelings and their needs about what diversity and inclusion reprensent for them, at their day-to-day level.

Engaging an employee survey is an additional way to monitor diversity and inclusion in the organization, and to collect additional data to better adapt the company's DEI strategy. See here an exemple of our Mixity Human employees survey, with a global DEI footprint, kpis and recomandations to progress.

3. Adapt your data collection to DEI external assessement frameworks to get a neutral vision of your DEI maturity

Most companies over 100 employees follow at least some key indicators related to their Diversity and Inclusion policy. For example, the pay gap between women and men, depending on the job category, or the rate of women or people of different ethnic origins in the boards of directors. This is a good start and it makes it possible to address the issues of representativeness in the organization. But what about inclusiveness indicators?

How companies can identify their global priorities to ensure that each employee has the same opportunities to work in a safe and positive space and to develop his career with the same chances as everyone? Here, benefiting from the help of an neutral and expert player - offering a benchmark recognized by many companies to assess its processes - is a good way to have an honest and transparent inventory of the maturity of its Diversity and Inclusion policies.

4. Assume your are doign efforts to get better

Evaluating your company does not necessarily mean aiming for the best score. Measuring actions and results on diversity and inclusion means first of all looking precisely, with supporting data, at the current situation of the organization. Then, from this situation, to set means and goals for the company's DEI strategy to create an active culture of inclusion at all levels of the organization. Thus, with the help of tools and advice from diversity and inclusion expert advisors.  

The important thing is above all to define a clear roadmap to progress. And for that, benefiting from detailed and personalized DEI indicators are of great help in getting to work and making progress.

Get started with measuring your Diversity, Equity and Inclusion impact ? Ask for a demo with Mixity here