Diversity, equity and inclusion is an ongoing effort–gathering data and monitoring progress highlights areas where adjustments can be made for continuous improvement.

Gathering data through current initiatives

  • Gather voluntary self-identification information through the career website application process.
  • Analyze employee experience surveys separately by under-represented group, and intersections of group membership.
  • Review harassment complaints for trends (e.g. in particular work units).
  • Ask about experiences in exit interviews.

Setting targets

Set diversity and inclusion targets, track them consistently, share results (as appropriate), and hold leaders accountable for them.

Include targets for:

  • processes (e.g. “All short lists will include 2 candidates from underrepresented groups”);
  • outcomes (e.g. “20% of new hires will be from under-represented groups”).

Strengthening your business case

Once the specific business case for a focus on DEI in your organization has been clarified, collect some baseline measurements that will help to document the benefits achieved. Some indicators might be:

Recruitment and retention of talent

  • Numbers and quality of applicants.
  • Hard-to-fill openings.
  • Turnover rate and costs.

Productivity and performance

  • Improvements resulting from enhanced collaboration, reduced stress or absenteeism, greater innovation, etc.

Brand and reputation

  • External stakeholder assessments of the organization’s track record on DEI.
  • The organization’s reputation in the industry or the community (e.g. based on input from partners).
  • The perspectives of potential employees (students, job seekers, industry professionals) and influencers (educators, search firms, agencies).

How to Collect Data

Collect self-identification data

Here are some considerations when collecting self-identification data:

  • Benefit: Collecting demographics, starting from the application stage, can identify where barriers lie and where to take action.
  • Helping people feel comfortable: Reassure that focus is on merit, and not tokenizing individuals.
  • Engaging support: Employee resource groups and community partners can encourage participation.
  • Timing: Launch in conjunction or after recent successful DEI initiatives to maximize uptake.
  • Track: Monitor response rates to see what is effective in helping people feel comfortable in coming forward.


More tips on improving self-identification,

See page 45 of EHRC’s Aboriginal Participation Initiatives Project report.

Aboriginal Workforce Participation Initiative

Best Practices, Industry Achievement

This initiative informed the development of a cohesive and integrated strategy for increasing the participation of Indigenous workers in the electricity sector.

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