Track diversity metrics across hiring stages—demographics, pipeline progression, time to hire, offer acceptance, and retention—to identify biases and improve inclusivity. Monitor training completion, pay equity, promotion rates, candidate feedback, and sourcing effectiveness to ensure equitable, inclusive hiring and career growth.
What Metrics Should Be Used to Measure the Success of a DEI Hiring Strategy?
AdminTrack diversity metrics across hiring stages—demographics, pipeline progression, time to hire, offer acceptance, and retention—to identify biases and improve inclusivity. Monitor training completion, pay equity, promotion rates, candidate feedback, and sourcing effectiveness to ensure equitable, inclusive hiring and career growth.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
How to Launch a DEI Hiring Strategy
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Diversity Representation Metrics
Measuring the demographic composition of new hires compared to the overall candidate pool and company benchmarks is fundamental. Track metrics such as gender, race, ethnicity, disability status, veteran status, and other relevant diversity dimensions to assess if hiring efforts are increasing representation of underrepresented groups.
Candidate Pipeline Diversity
Evaluate the diversity of applicants at different stages of the hiring funnel—applicants, interviewees, and offers extended. This helps identify where potential biases or barriers exist and whether diverse candidates are consistently advancing through the process.
Time to Hire for Diverse Candidates
Analyze whether the average time to hire differs for diverse candidates versus the overall candidate pool. Longer times might indicate process inefficiencies or bias, while equitable or reduced time frames suggest inclusive and efficient hiring practices.
Offer Acceptance Rates by Demographic
Track how often diverse candidates accept job offers compared to non-diverse candidates. Lower acceptance rates may highlight issues with employer branding, compensation equity, or perceived inclusiveness that need addressing.
Hiring Manager Diversity Training Completion
Monitor the percentage of hiring managers and recruiters who have completed DEI training. Higher training rates often correlate with better implementation of unbiased hiring practices, directly impacting DEI hiring success.
Employee Retention Rates for Diverse Hires
Retention is a key indicator of long-term DEI success. Measure the retention rates of employees from underrepresented groups within the first 12 to 24 months to evaluate if the company environment supports inclusion and growth.
Internal Mobility and Promotion Rates
Assess the promotion and career progression rates for diverse employees. A successful DEI hiring strategy should be coupled with equitable advancement opportunities, demonstrating integration beyond initial hiring.
Candidate Experience Feedback
Collect and analyze feedback from candidates regarding their experience with the hiring process, focusing on perceptions of fairness, respect, and inclusivity. Positive experiences encourage a strong employer brand within diverse communities.
Hiring Source Effectiveness
Track which recruitment channels yield the most diverse and qualified candidates. This enables optimizing sourcing strategies to focus on platforms and networks that enhance diversity recruitment success.
Pay Equity Analysis for New Hires
Perform pay equity audits for new hires to ensure that compensation offers are equitable across demographic groups. Addressing pay disparities helps in building trust and sustaining DEI commitments in hiring practices.
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?