How to upgrade your DEI metrics to influence change

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We find ourselves in the midst of the greatest talent shortage in history after a year in which countless organizations voice their commitments to diversity. Yet some have made great progress—and 76% organizations Still haven’t set diversity target for 2022.

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Over the past few years, we’ve been Studying Recruitment Practices Hundreds of employers have written about and The Great Resignation Effect on the DEI, We’ve found a consistent pattern across the board: employers are focused on reducing indicators around diversity that won’t impact any changes.

What are the missing metrics for DEI?

Traditionally, organizations have focused their DEI efforts — including goals and measurements — on increasing diversity and a sense of belonging on their teams.

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the challenge? These two metrics are centered entirely around final results without accounting for the actual activities required to achieve them. Most organizations are missing the principle of change for their diversity efforts to focus on what action needs to be taken to move the needle in a meaningful way. It depends on answering two new questions:

  • Are our systems fair? It is to the extent that our processes are fair, consistent and accessible to all, directly affecting whether people move forward.
  • Are our people aware, engaged and accountable to DEI? It is the collective awareness, engagement and accountability for DEI in our teams.

Putting these new metrics into practice

It is clear that the challenges are daunting and creating barriers to change, but for those who want to be part of setting the 24% diversity targets this year, here are three key areas that will shape the landscape for DEI in 2022. Can help change:

Measure the current state of diversity to know when to focus on your goals

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Organizations often set unrealistic DEI goals – either too ambitious or not challenging enough. Before creating your DEI goals, you need to find out where you have shortcomings and what you should prioritize.

  • Assess your current organizational policies and practices by walking through the candidate and employee journey to determine whether you have gaps or the potential for bias. solutions like ours same hiring index can help you get a complete picture in these areas.
  • Examine the current diversity representation of your current team and the extent to which your team is involved and engaged in DEI efforts via an anonymous survey.
  • Use the combined insights above to determine the five areas where you have the most opportunity to improve.

Make sure your DEI goals account for diversity, equality and inclusion as a whole

Since employers typically focus only on their DEI goals to increase representation, make sure your goals are holistic and also account for your people, processes, and representation.

  • Identify your biggest gaps and opportunities to improve equity and access in your recruitment and talent process.
  • Identify the critical path in your team’s involvement in this effort, starting with awareness and then becoming equipped, engaged and accountable.
  • Identify where you have the greatest opportunity to increase representation: You can choose to address this goal with a framework or process-based goal.

Get your team on board from the start

In the spirit of truly engaging your team in these goals, you’ll want to make sure they are part of building them from the start. This way you will create the enthusiasm and accountability to reach these goals. Here are some ways to get your team involved in the process.

  • Build shared ownership by involving your team in goal-setting meetings and conversations, whether through direct participation or through work groups.
  • Listen to your team’s approach to DEI and be sure to include your existing employee resource groups or diversity councils, if you have them, and learn where their passions lie.
  • Create a system to track and report DEI progress.
  • Provide reports and goals to employees and stakeholders.
  • Make goals and data available to everyone internally and if possible share externally.
  • Distribute DEI accountability throughout the organization.
  • Reward your team for hitting DEI milestones.

Call of Action for 2022

As the saying goes, we cannot do what we cannot measure. As we step back to reflect on our diversity efforts, it is clear that measuring results alone does not ensure that we make progress on them. Instead, we need to focus on the real activities needed to drive the change we want to see – the equality of our systems and the inclusion of our people.

With the start of the new year, it is the perfect time to chat with our teams on new goals we can set. Let’s make 2022 not just a year when we measure the consequences of diversity – let’s actually pursue them.

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