Gathering Diversity, Equity and Inclusion Data and Monitoring Progress

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