To evaluate upskilling programs' impact on diversity and retention, companies track demographic retention rates, participation equity, promotions, and career progression over time. They gather employee and managerial feedback, analyze survey results and exit interviews, benchmark against industry standards, and monitor eNPS shifts to assess inclusion and engagement.
How can companies measure the effectiveness of upskilling programs in promoting diversity and retention?
AdminTo evaluate upskilling programs' impact on diversity and retention, companies track demographic retention rates, participation equity, promotions, and career progression over time. They gather employee and managerial feedback, analyze survey results and exit interviews, benchmark against industry standards, and monitor eNPS shifts to assess inclusion and engagement.
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Tracking Demographic Retention Rates Post-Upskilling
Companies can measure effectiveness by analyzing retention rates segmented by demographic groups before and after upskilling initiatives. An improvement in retention among underrepresented groups may indicate that the program is successfully supporting diversity and inclusion.
Employee Engagement and Satisfaction Surveys
Regularly conducting surveys that assess employees’ perceptions of career development opportunities, inclusivity, and workplace culture helps determine if upskilling programs positively impact diverse employees’ job satisfaction and sense of belonging.
Promotion and Internal Mobility Metrics
Tracking the rate at which diverse employees are promoted or move into higher-skilled roles after participating in upskilling programs shows whether these initiatives effectively support career advancement and retention within underrepresented groups.
Participation Rates by Demographic Groups
Measuring whether employees from diverse backgrounds are participating in upskilling programs at equitable rates can help evaluate if the programs are accessible and appealing to all groups, which is essential for promoting diversity.
Longitudinal Career Progression Analysis
By following employees over time, companies can assess how upskilling impacts retention and career growth for diverse talent, determining if these programs contribute to sustained employment and advancement.
Exit Interview Insights and Analysis
Gathering feedback from departing employees, particularly from underrepresented groups, offers qualitative data on whether lack of development opportunities influenced their decision to leave, enabling companies to gauge program impact and identify improvement areas.
Correlation of Upskilling Completion with Retention Rates
Analyzing data to identify correlations between employees who complete upskilling programs and their retention rates helps companies understand if skill development directly influences employee stay, especially within diverse cohorts.
Benchmarking Against Industry Diversity and Retention Standards
Comparing internal diversity and retention outcomes post-upskilling against industry benchmarks can provide an external point of reference to assess program effectiveness and set realistic improvement goals.
Measuring Changes in Employee Net Promoter Score eNPS
Monitoring shifts in eNPS, particularly among diverse groups, can reveal whether upskilling initiatives enhance employees’ willingness to recommend the company as a place to work, reflecting improved inclusion and engagement.
Managerial Feedback on Team Dynamics and Development
Collecting feedback from managers about changes in their teams’ diversity, skills, and cohesion after upskilling efforts can provide insight into how these programs affect team retention and workplace inclusion at the operational level.
What else to take into account
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