There’s no target or destination. You’re constantly having to evolve. If you have to start all over again, you can lose momentum and traction.
To avoid those negative consequences, you need to have someone on staff who is responsible for that diversity work, even better if you can have every individual in the company responsible.
If you can’t have a full staff person who has D&I becomes their primary and only responsibility–you need alternative solutions to make sure the work gets done
It’s a team effort
This is where we believe in 2 things:
- What you don’t measure you can track
- The importance of having a D&I Committee
What you don’t measure you can track
There are many metrics we can track and they fall into 3 very different categories, we call them the 3 R’s. There may be industry benchmarks that track D&I in our sector, if so great! That’s a nice place to start, but if there isn’t then its important for us to understand which metrics are we looking to track to see if our D&I initiative are going well.
Recruitment — the attraction piece around how diverse your company is at the top end of the funnel and a great way to identify any bias in the recruitment process
Representation — the diverse makeup of your company.
Retention — how well we are doing at keeping our diverse team. One major contribution is how inclusive our organisation is, not how inclusive we think it is
Recruitment
Tracking the diversity of the talent that our recruitment effort attracts
Analysing where the churn is process
Representation
Pay gaps
Diversity amongst the team or specific departments
Diversity among senior management
Tracking the promotion rate of team members from underrepresented groups
Retention
Employee retention for women and underrepresented minorities
Employee engagement
Diversity & Inclusion Committee
A D&I Committee is devoted to building consciousness by increasing visibility of D&I standards, resources and best practices for racial, ethnic, religious, sexual orientation and gender differences, as well as diverse skill sets, mindsets and cultures at all levels of the organisation.
They act as our D&I champions and give an insight although it may be anecdotally on how the D&I initiative are executing are going from both Diversity but also an inclusion POV
This double-sided approach of quantitative and qualitative are a great way to ensure we are resting on our laurels but instead, we are striving to be more diverse and more inclusive as possible because we understand its importance
Bedroom 2 Boardroom 🚀 