English 
Vietnamese Are you struggling to set meaningful goals for your diversity and inclusion initiatives? Not sure which metrics truly matter or how often you should update your plans? You are not alone. These challenges are common, but they are not unsolvable.
In this blog post, we will explore different tools businesses can take advantage of to measure, track, and enhance their diversity and inclusion efforts effectively.
Your path to measurable, impactful diversity and inclusion progress starts here.
Read more: Maximising Diversity, Inclusion, and Performance with Data-driven Insights
Contents
Measuring and tracking diversity and inclusion progress
Leveraging technology for diversity and inclusion initiatives
- AI-powered diversity tools
- Virtual reality for empathy building
- Make data-driven decisions with psychometric assessments
Measuring and tracking diversity and inclusion progress
Regularly assessing their diversity and inclusion efforts allows companies to understand if they are moving in the right direction and making a tangible impact.
But first, businesses need to define key relevant metrics, set realistic goals, and make plans to audit their initiatives.
Key diversity and inclusion metrics to consider
These can include metrics like:
- Demographic data: age, gender, ethnicity, race, and other relevant factors.
- Hiring panel diversity: These metrics include demographics, experiences, skills, etc. They measure the composition of the teams in charge of selecting new hires.
- Applicant pool diversity: These metrics include recruitment sources, application rates, candidate processing time, etc. They assess the diversity of applicant pools for specific roles or across the company.
- Employee turnover rates: High turnover among specific demographic groups can suggest potential issues with inclusion and belonging.
- Promotion rates: These metrics give insights into the career growth of a specific group, as well as the overall health of the organisation.
- Leadership diversity: These metrics assess the level of diverse group representation in leadership roles within an organisation.
- Etc.
Tracking relevant metrics allows companies to have an overview picture of their diversity and inclusion progress. Other metrics to assess include employee satisfaction levels across different groups and the accessibility of the company's mentorship programs.
Read more: Diversity and Inclusion in the World of Remote Work
Setting realistic goals
Companies certainly cannot determine the effectiveness of their initiatives if the outcomes gained are not compared against any goals. They must understand their "why" and clearly define specific, measurable, achievable, relevant, and time-bound (SMART) goals.
These goals should align with the company's overall diversity and inclusion strategy and be regularly reviewed as needed.
Let's also not forget leadership buy-in. So, presenting diversity and inclusion as a crucial business priority, backed by supporting data, can help in gaining their valuable support.
Regular diversity audits
Regular audits demonstrate the company's commitment to its diversity and inclusion plans. The audits also provide quantitative data, which can uncover disparities or biases hindering progress.
To conduct an effective audit, companies should:
- Engage various departments, such as HR, legal, and communications, for a more well-rounded perspective.
- Evaluate HR policies, training programs, and workplace culture for inclusivity.
- Gather feedback on employees' experiences and perceptions of diversity and inclusion.
- Analyse audit findings to identify specific areas that require change.
- Create a roadmap for addressing identified gaps and achieving diversity and inclusion goals.
Leveraging technology for diversity and inclusion initiatives
AI-powered diversity tools
Companies can leverage artificial intelligence (AI) algorithms to identify and eliminate bias in job descriptions, resumes, and interviews. They provide data-driven insights, automate decision-making, and offer blind resume reviews.
AI chatbots assist candidates 24/7, creating a more inclusive recruitment experience. Some tools even analyse employee surveys to spot potential diversity, inclusiveness, and equity issues.
Read more: Recruitment Automation: The 21st Century Way of Acquiring Talent
Virtual reality for empathy building
Virtual reality (VR) technology is making waves in diversity training. VR learners were 275% more confident acting on what they learned after training.
PwC UK's "In My Shoes" program uses VR to enhance empathy and shift unconscious bias. Participants "become" someone from another racial group, experiencing how the world treats them differently. This immersive approach has received positive feedback, with 75% of learners reporting a "wake up" call moment during the training.
Make data-driven decisions with psychometric assessments
Psychometric assessments by innovative solution providers like Great People Inside (GPI) can provide valuable insights into an organisation's diverse and inclusive landscape. These assessments can empower managers to make data-driven decisions and foster a more inclusive environment.
These assessments can be designed to collect data on various diversity dimensions, including but not limited to:
- Demographics (age, gender, ethnicity, etc.)
- Educational background
- Professional experience
- Cultural background
- Cognitive diversity
- Personality traits
By analysing assessment results and hiring outcomes, psychometric assessments can help identify potential biases in recruitment, promotion, or other HR processes.
Psychometric assessments in recruitment
Psychometric assessments are standardised and backed by science to help reduce unconscious bias in the hiring process. This ensures that candidates are evaluated based on their skills, competencies, and potential rather than subjective factors.
Tools like GPI assessments deliver detailed analytics on your company's current workforce composition and how it compares to industry benchmarks. This data can help identify areas where diversity may be lacking and guide targeted recruitment efforts.
Psychometric assessments can also evaluate cultural fit. This not only ensures the hiring of diverse candidates but also increases their chances of thriving within the company's culture.
Furthermore, the insights gained are valuable for developing effective retention strategies and succession plans, ensuring that these plans take diversity into account and help to build a diverse pipeline of future leaders.
Psychometric assessments in training and development
Companies can leverage insights from psychometric assessments to create targeted training and development programs that meet their needs and guarantee equal growth opportunities.
This data-driven approach not only helps in hiring the right people but also in creating a workplace where diverse talents can thrive and contribute to the organisation's success.
Navigating diversity and inclusion in the workplace presents significant challenges. The strategies discussed, from leveraging technology to managing generational differences, provide a roadmap to overcome these hurdles.
As we move forward, it is crucial to remember that building a diverse and inclusive workplace is an ongoing journey, not a destination. Regular measurement, setting realistic goals, and conducting diversity audits are essential to track progress and identify areas for improvement. By committing to these efforts, companies can unlock the full potential of their workforce, driving innovation, creativity, and success in today's global marketplace.
Feeling overwhelmed? Connect with our TRG Talent team to explore how our range of psychometric assessments can empower you to attract, engage, nurture, and retain the right employees to build a diverse and inclusive workforce.
