How to measure the impact of your diversity and inclusion strategy

Learn more about how to measure the impact and progress of your diversity and inclusion strategy. Hays’ Head of Diversity & Inclusion, Yvonne Smyth, provides the latest insights.

Diversity and inclusion strategy: Key insights

It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. But what about when you don’t know what to measure?

Business leaders are increasingly expecting to see the value and benefits of a diverse workforce and inclusive workplace culture. However, it isn’t always easy to measure and track an initiative’s progress and impact. 

Crucially, it can also be difficult to assess the coveted positive impact that this progress gives the business. But there are a number of direct and indirect metrics that can help. When captured and analysed through a D&I strategy lens,  these metrics can help evidence change.

Diversity and inclusion strategy background

Before searching for solutions, it’s important to ask the right questions. When deciding how best your organisation should measure diversity & inclusion (D&I), take a step back and ask yourself the following: 

• What do you want to achieve with your D&I initiatives?
• How will you know when you have reached your objectives?
• What data points (quantitative and qualitative) will support your research?
• What do you already know about your strategies?
• Where are your ‘pressure points’ or areas of concern within your organisation?
• What additional insights are required?
• Which insights create a stronger business case for a D&I strategy?

In addition to the above, there are a number of golden rules that you should always remember.

1. Don’t just measure diversity, measure inclusion too

A common pitfall is to focus on measuring levels of diversity alone. Diversity is a broad topic in its own right – but businesses should combine it with measurements around levels of inclusion. 

After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. You want to create an environment where your workforce feels confident and empowered to offer their distinct opinions and experiences. In the long run, these efforts will bring innovation and meaningful change to the organisation.

So, which metrics should you focus on? As well as reporting on, for example,  gender representation and ethnicity of employees, aim to quantify levels of inclusion. Look at employee engagement sources such as feedback surveys and 360 reviews. 

You can also look at how often staff members attend pivotal meetings. Who is included in key decision-making processes? Are staff invited to give feedback on the culture of the business and management style?

In short, measuring inclusion is vital. The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture.

2. Tailor your measurements to business goals

To be both meaningful and ultimately effective, you need to apply measures based on what is important to your organisation. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. Each business is unique and should be treated as such. 

To begin, focus on what currently works for measuring and reporting within your organisation. Then, see how this structure can be used for D&I measures. You can use your metrics within a wider business scorecard or a specific D&I scorecard, depending on your initiative’s focus. 

3. D&I is a continuous change programme – and so is measuring it

Remember that what you measure in the early stages of your D&I journey may be significantly more limited than what you ultimately want to achieve. This is OK, pace yourself. Prioritise and align your D&I measurements to your fit your business goals. 

A vital step is being clear on the data you need to evidence your changes. Use your findings, and continue to build on this as part of your longer-term D&I delivery plan.

Finally, ensure the key stakeholders within your organisation are regularly updated. Tell them how the data captured is being used to inform better business decisions and outcomes. This open line of communication will mean that they feel involved, show support, and champion the programmes to deliver ongoing progress and change.

Measuring your diversity and inclusion strategy: Next steps for your business

A good D&I strategy brings an array of talent and skills to your business. But to measure your D&I initiatives’ success, you have to know the facts. Measure data, inform stakeholders, and use the findings to shape your future strategies.