Upgrade DEI Metrics for Impactful Change

The Persistent Talent Shortage and Diversity Challenges

Currently, the global workforce is experiencing its most significant talent deficit on record. This occurs despite widespread declarations from numerous organizations regarding their dedication to fostering diversity.

However, tangible advancement remains limited, with a substantial 76% of companies having failed to establish specific diversity goals for the year 2022.

Analyzing Hiring Practices and DEI Impact

Our research, spanning several years, has involved a detailed examination of the recruitment strategies employed by a wide range of employers.

This investigation has also explored the effects of the Great Resignation on Diversity, Equity, and Inclusion (DEI) initiatives.

A recurring theme has emerged from our findings: organizations frequently concentrate on metrics that reflect past outcomes rather than those that drive future improvements.

These lagging indicators, while providing a historical view, do not actively contribute to meaningful change within the organization’s diversity profile.

The Focus on Lagging Indicators

Employers are often prioritizing the measurement of existing diversity statistics.

This approach, while seemingly data-driven, fails to address the underlying causes of underrepresentation and hinders proactive efforts to build a more inclusive workforce.

Shifting the focus to leading indicators – those that predict future diversity outcomes – is crucial for achieving sustainable progress.

Identifying Gaps in DEI Measurement

Organizations have historically concentrated their DEI initiatives – encompassing objectives and evaluations – on enhancing diversity and fostering inclusivity within their workforces.

However, a significant issue exists. These commonly used metrics concentrate solely on final results, neglecting the essential actions required to attain them.

A prevalent oversight is the absence of a clear theory of change for diversity programs, failing to outline the specific steps needed for substantial progress. Addressing this requires consideration of two key inquiries:

Do our processes demonstrate equity? This assesses the fairness, consistency, and accessibility of our systems, directly influencing opportunities for advancement.
Is there widespread awareness, participation, and responsibility regarding DEI? This gauges the collective understanding, involvement, and accountability for DEI principles throughout the organization.

Without evaluating these foundational elements, organizations risk implementing initiatives that lack direction and fail to yield lasting, positive change.

The Importance of Systemic Equity

Evaluating the equity of organizational systems is paramount. Processes should be examined to ensure they do not inadvertently create barriers for certain groups.

A truly equitable system provides equal opportunities for all individuals, regardless of their background or identity. This involves scrutinizing hiring practices, performance evaluations, and promotion criteria.

Cultivating DEI Awareness and Accountability

Beyond equitable systems, fostering awareness, engagement, and accountability is crucial. Employees at all levels must understand the importance of DEI and their role in promoting it.

This can be achieved through training programs, open dialogues, and the establishment of clear expectations. Holding individuals accountable for their actions – or inactions – is equally important.

Moving Beyond Outcome-Based Metrics

While diversity and belonging remain important goals, they should not be the sole focus of DEI measurement.

Organizations must adopt a more holistic approach that considers the underlying activities driving these outcomes. By tracking systemic equity and individual accountability, they can gain a more accurate understanding of their progress.

Implementing New Diversity, Equity, and Inclusion Metrics

While significant obstacles exist that hinder progress, organizations aiming to be among the 24% achieving diversity objectives this year should concentrate on three crucial areas to facilitate positive change in DEI throughout 2022.

Evaluate Current Diversity Levels to Define Focus Areas

Many organizations establish DEI goals that are either overly ambitious or insufficiently challenging. Prior to setting these goals, a thorough assessment of existing gaps and prioritization of efforts is essential.

Analyze current organizational policies and procedures to pinpoint biases or shortcomings throughout the entire candidate and employee lifecycle. Tools like our Equal Hiring Index can provide a comprehensive evaluation in these areas.
Assess the existing diversity within your team and gauge the level of inclusion and engagement in DEI initiatives through confidential surveys.
Utilize these combined insights to identify a maximum of five key areas offering the greatest potential for improvement.

Develop Holistic DEI Goals Encompassing Diversity, Equity, and Inclusion

Given the common tendency to focus solely on representation, it’s vital to ensure DEI goals comprehensively address people, processes, and representation.

Determine the most significant gaps and opportunities for enhancing equity and accessibility within your hiring and talent management processes.
Map out a clear progression for team involvement, beginning with awareness, followed by equipping, engaging, and ultimately holding individuals accountable.
Identify areas where representation can be most effectively increased, potentially utilizing a framework or process-oriented goal.

Engage Your Team from the Outset

To truly embody inclusion, involve your team in the development of these goals from the beginning. This fosters enthusiasm and a sense of responsibility for achieving them. Consider these strategies for team engagement.

Foster shared ownership by incorporating team members into goal-setting discussions and activities, either directly or through dedicated working groups.
Actively solicit your team’s vision for DEI, and leverage existing employee resource groups or diversity councils to understand their priorities.
Establish a system for monitoring and reporting DEI progress.
Ensure transparency by making reports and goals accessible to employees and stakeholders.
Share goals and data internally, and when feasible, externally.
Distribute DEI accountability throughout the entire organization.
Recognize and reward team achievements related to DEI milestones.

Advancing Diversity Initiatives in 2022

The principle of "you can’t manage what you can’t measure" remains a cornerstone of effective strategy. However, a retrospective view of diversity initiatives reveals that simply tracking results doesn't automatically guarantee advancement.

A shift in focus is required, prioritizing the concrete actions that will foster the desired transformation – equitable systems and a truly inclusive environment for all personnel.

Setting New Objectives

The commencement of a new year provides an ideal opportunity to engage teams in discussions regarding fresh, attainable goals. It’s time to move beyond mere measurement.

Let 2022 be defined not just by assessing diversity outcomes, but by actively propelling them forward.

Focusing on Actionable Steps

Prioritize the implementation of activities designed to promote equity.
Ensure that all systems are evaluated for inherent biases.
Cultivate a workplace culture that champions inclusion.

By concentrating on these key areas, organizations can create meaningful and lasting change.

The Importance of Systemic Change

True progress necessitates a commitment to altering the underlying structures that may perpetuate inequality. This involves a thorough examination of policies and practices.

Focusing on systemic improvements will yield more sustainable results than solely concentrating on numerical targets.