Techniques to Measure DE&I

Proficiency indicators related to this section include:

• Evaluates equity by using tools that explore the relationship between empathy, inclusive practices, and employee behavior.

• Gathers, examines, and clearly presents DE&I data to demonstrate tangible impacts on organizational performance and strategic goals.

• Develops and implements successful DE&I programs aligned with business priorities.

• Measures how inclusive and diverse an organization is, along with its ability to retain diverse talent, by using established DE&I metrics.

• Integrates findings from equity assessments into broader HR planning and initiatives.

• Establishes and monitors DE&I objectives and indicators to evaluate their influence on overall productivity and mission outcomes.

Key concepts related to this section include:

• DE&I metrics, such as gender balance, racial/ethnic diversity, retention of underrepresented groups, and diversity in external stakeholder relationships.

• Approaches to assess and improve equity, including tools like the SHRM Empathy Index; evaluating representation across organizational tiers; conducting pay audits, equity assessments, and compensation transparency reports; and utilizing employee feedback through surveys.

Techniques to Measure DE&I
It is essential to regularly measure the progress of DE&I efforts in order to determine their impact. Unlike financial metrics, DE&I effectiveness can't be captured with simple figures. A more nuanced approach—one that includes honest feedback and cultural context—is required to understand where the organization stands and how it can evolve.

Competency Connection
"Do our employees feel recognized, respected, and part of the organization?"—this question has been at the forefront for leaders at a global automotive company based in Germany with operations across Europe and Africa. Recently, the executive team noticed rising social media backlash against competing firms' DE&I efforts, prompting internal reflection. The CEO and board are asking, "Are we falling into the same patterns?"

To address this concern, the HR team is directed to conduct a comprehensive, organization-wide DE&I survey. The objective is to understand not only the organization’s overall DE&I standing but also to uncover region-specific insights. For instance, are the voices and unique needs of employees from different countries being heard, or are the policies overly centered on the headquarters' perspective? Likewise, are customer demands from varied regions properly incorporated into the company's products?

An HR generalist designs the survey using their Communication and Analytical Aptitude competencies, aiming to understand employee experiences at every level and across all regions. A specific focus is placed on access to career growth and development opportunities. The survey also seeks input regarding the company’s regional market engagement, ensuring both internal and external stakeholders are effectively represented and heard.