For Good Measure: Diversity and Inclusion Metrics

It’s important to strike a reasonable balance between too little measurement and too much. With too little, you will have insufficient data to diagnose and correct problems. Too much, and you will waste resources and, often, alienate executives to whom you report. The trick is to think through what you need to know in order to analyze your organisation’s systems
and culture, what you need to report to stakeholders, and how you will structure the data.

Four types or “families” of metrics are available to you:
• Workforce demographics
• Work environment
• Programme effi ciency/effectiveness
• Business impact

Each family delivers important information about the processes and programmes the company is using to reach its diversity and inclusion goals, the progress being made towards those goals, and the value of diversity and inclusion to the organisation. A comprehensive metrics plan, while using metrics as sparingly as possible, will include measurements from
each of the four families.

ORC's new best practices guide, For Good Measure: Diversity & Inclusion Metrics, gives step-by-step guidance on

• Creating a Metrics Strategy and Selecting Appropriate Measures
• Measuring Workforce Demographics
• Getting the Most out of Work Environment Metrics
• Beyond Happiness: Programme Metrics
• Measuring Diversity & Inclusion’s Impact on the Business
• Reporting Metrics

(Global EDI members click here for FREE access; available to non-members for $100; available to all other ORC Networks' Members at 50% discount)