Companies should use diverse metrics—like employee surveys on inclusion, an inclusion index, career progression, pay equity, leadership diversity, supplier diversity, ERG impact, training outcomes, policy audits, and external benchmarks—to holistically measure and improve workplace inclusion beyond basic representation.
How Should Companies Measure Diversity and Inclusion Beyond Just Numerical Representation?
AdminCompanies should use diverse metrics—like employee surveys on inclusion, an inclusion index, career progression, pay equity, leadership diversity, supplier diversity, ERG impact, training outcomes, policy audits, and external benchmarks—to holistically measure and improve workplace inclusion beyond basic representation.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Avoiding Tokenism in Hiring
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Employee Experience and Engagement Surveys
Beyond numbers, companies should use regular surveys to assess how diverse employees feel about inclusion, respect, and belonging within the workplace. Measuring sentiment around psychological safety, opportunities for growth, and perceptions of bias provides insights into the lived experiences of employees rather than just their demographic data.
Inclusion Index Scores
Developing an inclusion index that combines multiple metrics—such as feelings of belonging, access to resources, and equity in decision-making—can give a holistic picture of inclusion quality. This index can be tracked over time to identify progress and areas needing improvement.
Career Progression and Retention Rates
Analyzing the career advancement and retention rates of diverse employees compared to majority groups helps measure if inclusion efforts translate into equitable growth opportunities. Disparities here highlight systemic barriers that go beyond simple headcount.
Pay Equity Analysis
Regular audits of compensation and bonuses across demographic groups can reveal hidden inequities. Equal representation without pay equity does not equate to real inclusion, so companies should measure and address wage gaps as part of their diversity and inclusion strategy.
Participation in Leadership and Decision-Making
Tracking the diversity of those in leadership roles, as well as participation in key committees and decision-making processes, shows whether diverse voices are actually influencing company direction rather than just being present.
Supplier and Partner Diversity Metrics
Inclusion can extend beyond internal staff to the ecosystem a company operates in. Measuring the diversity of suppliers, contractors, and partners reflects a company’s commitment to inclusion throughout its value chain.
Employee Resource Group ERG Effectiveness
Evaluating the impact and engagement levels of ERGs provides insight into how well the company supports affinity spaces and fosters community. Metrics can include membership growth, event attendance, and perceived influence on company culture.
Training Outcomes and Behavior Change
Instead of simply recording participation in diversity training, companies should measure changes in employee behavior and bias awareness through follow-up assessments, peer feedback, or observed practices.
Inclusivity in Policies and Practices Audits
Periodic reviews of company policies, practices, and benefits can identify systemic barriers to inclusion. For example, evaluating parental leave policies, flexible work options, and accessibility measures ensures they serve all employees fairly.
External Recognition and Benchmarking
Benchmarking against industry peers and seeking external certifications or awards related to diversity and inclusion can provide third-party validation of a company’s efforts. This can also motivate continued improvement beyond internal metrics.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?