As an HR professional, it’s easy to fall into the trap of feeling comfortable in your own estimations of DEI performance. You might think that you have a pretty good idea of how your organisation is made up, and the positive inclusion practices you have in place. But It’s incredibly easy for unconscious bias to come into play unwillingly and unknowingly in many areas of an organisation’s processes.
The action to address and remove these biases requires initial identification. By selecting key metrics, and tracking them over time, you can identify biases and other DEI concerns, put in place initiatives to rectify them, and continue to track the effect those initiatives may have.
Without data, you cannot know for sure that you’re not missing any opportunities for improvement. And without data, you cannot track progress over time, or understand and prove how initiatives you are implementing have affected DEI in the workforce.
So, which 5 metrics should you be tracking?
Check out our quick-guide infographic below, or read our full blog here to find out!