Measuring your workplace DEI efforts
Last week I shared insight into the Global Parity Alliance’s Diversity, Equity, and Inclusion Lighthouses Insights Report 2023. The report named five factors that underpin successful workplace diversity, equity, and inclusion (DEI) workplace programs. One of the important factors for success identified is measuring workplace DEI programs and this is critical for a number of reasons. First, it is important to know how effective your programs are. Second, it is important to know what changes you need to make to improve your programs. Third, it is important to know how you compare to other organizations.
Hiring Practices
Important metrics to track include the number of staff from equity-deserving communities that are hired, promoted, retained, and trained. By knowing the number of persons with disabilities, women, Indigenous, Black, and people of color, and 2SLGBTQIA+ persons, your workplace can then assess if these persons are underrepresented at the organization and if they are, you will need to dig deeper to know why.
To appreciate why fewer persons from equity-deserving groups may be employed at your workplace than persons from majority groups, your workplace must review your hiring processes to understand whether or not these are inclusive. Where do you post job ads? Which non-traditional channels can you use to recruit staff, such as social media, online specific groups, and contracting recruiters who have expertise hiring people from diverse identities? Review your current job ads to ensure these use inclusive language and have your DEI statements and values. As well, ensure you create diverse hiring committee and educate committee members to the organization's DEI commitments and expectations for equitable hiring practices.
Promotion and Retention
Your organization must go deeper with the data you collect to understand who is promoted and retained by your workplace. Are people from equity-deserving groups employed mainly in entry-level positions, or do they also hold management and executive leadership roles? If diverse folks are missing from management and leadership positions, you need to know why they are not being promoted. How can hiring managers be held accountable to ensure equitable promotion practices? What sponsorship and mentoring opportunities are available to diverse staff? Does your company train employees and hire from within the organization? Why or why not?
You will get answers to these questions and understand the diversity of your workplace from the data collected in your employee engagement surveys, and your listening circles that allow you to learn directly from your employees about their experiences and for them to share information on their identities. Workplaces must also explore employees’ experiences at work. You want to know if anyone has been discriminated against at work and if any staff member has been harassed at work. If yes, did they report the incident to a supervisor or manager? Were they satisfied with the way the situation was handled? How did the harassment or discrimination affect them? What support does the workplace need to offer? Employees want their employers to treat them with respect and dignity and to care about their health, safety, and well-being.
You will know the approach your staff want you to use to create healthy, safe, and equitable workplaces from the data you collect. But learning about their experiences is not enough; you must also respond to the data. Employees will expect a response from leadership that addresses discriminatory beliefs and practices and action that redresses the gaps and barriers. Doing so will improve their level of respect for and trust in the organization.
Vendors and Suppliers
Another area workplaces must track is around your suppliers and suppliers. Persons from equity-deserving groups who own and/or lead companies often find it very difficult to become approved vendors and suppliers of organizations, companies, and governments. You will want to survey and/or interview your suppliers to find out who are your current vendors and suppliers and their experiences with your organization. Identify what percentage of your vendors and suppliers are:
Owned and led by persons with disabilities?
Women-owned and led companies?
Black-owned and led firms?
Companies owned and led by Indigenous people?
2SLGBTQ+ owned and led?
Once you understand who are your vendors and suppliers, and their experiences working with your organization, you will need to address any gaps the data shows. If any equity-deserving groups are underrepresented, you will need to develop strategies to address the gaps. For example, should your organization have a supplier diversity program where you set aside a certain percentage of contracts for diverse suppliers? Host webinars and open houses to explain how new suppliers can work with your organization? Perhaps, you can ask organizations and partners to help you connect with diverse suppliers.
Thanks so much for reading today’s post. These are just three metrics that workplaces should measure when creating equitable workplaces. Let me know what other metrics workplaces should measure when creating successful DEI programs.
Michelle
CEO