Measuring Success: The Role of DE&I Metrics in Modern Workplaces
| Beth Waite | Article | Market trends | Diversity, Equity & Inclusion
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Diversity, equity, and inclusion (DE&I) are more than just buzzwords – they are essential components of a thriving workplace.
The Hays 2024 Diversity, Equity, and Inclusion report takes a closer look at the significant strides and ongoing challenges in creating inclusive workplaces, with insights from over 5,700 employers and employees from across the UK.
Our research highlights that 69% of respondents believe greater diversity and inclusion positively impacts company culture, underscoring the importance of DE&I in building a supportive and inclusive work environment.
Despite this, retaining diverse talent remains a challenge, with many employees feeling their career progression is limited by factors such as age, gender, and ethnicity. Our report emphasises the need for organisations to address these barriers to create a more inclusive workplace.
Read on to explore the role DE&I plays in fostering a positive company culture and the steps organisations can take to develop more successful DE&I initiatives.
Factors for future DE&I success
We asked respondents across a range of professions and industries what factors they think are most important for the future success of DE&I in their organisation. Here, we break down their views and highlight how organisations can apply these tips.
Demonstrable commitment from leadership
When it comes to the future success of DE&I, over a third of respondents (32%) from our research believe that demonstrable commitment from leadership is key. Having leadership buy-in helps to ensure DE&I initiatives remain a priority in decision-making and encourages professionals throughout the organisation to support these strategies. Positively, 82% of employees say their C-suite leaders are supportive of DE&I initiatives.
For the 18% not showing support, there are a number of ways to better demonstrate commitment to such initiatives and endeavours. Public endorsements of DE&I, participation in DE&I events and showing an overall enthusiasm for promoting an inclusive workplace are a good starting point to highlight support for such efforts.
Better measurement of initiatives
DE&I metrics do more than just inform an organisation of their workforce statistics, they allow you to track progress, identify areas for improvement and define what success looks like when it comes to diversity in your organisation.
Having better measurement of DE&I initiatives is a key driver of success for 23% of respondents from our research, showcasing a need for robust metrics to evaluate DE&I efforts. A further 71% believe collecting diversity data positively impacts the ability to attract diverse talent, highlighting its importance in the hiring process.
For example, having potential candidates fill out their diversity information when applying for a job can help organisations to understand the diversity make-up of applicants, inform their hiring strategies, and address the barriers some employees may be facing. You can also start incorporating DE&I metrics into performance evaluations for those at a management level to help hold employees accountable for their contributions to an inclusive workplace.
Clear communication of the organisation’s DE&I position
Professionals want clarity on your DE&I efforts, with 19% saying clear communication around this is crucial to success. Both internally and externally, make sure your organisation’s DE&I objectives and initiatives are clear and concise. Rather than just saying whether or not your organisation is committed to diversity, state what you’re committed to and what actions you’re taking to build and maintain a diverse and inclusive culture.
There are a number of ways to clearly communicate your organisation's DE&I position. Make use of different channels, such as internal and external newsletters, to discuss DE&I goals, initiatives and progress. This also ties into highlighting success stories and celebrating awareness days related to diversity as a meaningful way to further communicate your organisation’s DE&I position and build employee trust and engagement.
Embedding DE&I into existing programmes
Integrating DE&I into business operations is crucial for fostering an inclusive workplace according to 15% of professionals. Successful integration can be achieved through various strategies, such as training and development, performance management and company culture.
Embedding DE&I into training programs ensures that all employees understand the importance of inclusivity. This can include unconscious bias training for hiring managers, cultural competency workshops, and leadership development programmes that emphasise inclusive practices.
By integrating DE&I into everyday business practices, organisations can create a more supportive and engaging work environment.
Increasing DE&I resources and expertise
Dedicated DE&I roles and teams are essential for driving meaningful change within organisations and 8% of professionals say this is the most important factor to the success of DE&I.
DE&I professionals, such as Chief Diversity Officers or DE&I managers, lead and implement diversity initiatives. Our 2024 DE&I research shows that 42% of organisations have a dedicated DE&I resource, however, a further 42% do not employ these professionals.
Having individuals focused on DE&I ensures that diversity initiatives are prioritised and effectively managed. This leads to better outcomes in terms of employee engagement, retention, and overall organisational performance.
Hiring expert consultants to define priorities
External consultants can play a crucial role in helping to shape and refine DE&I strategies. Their knowledge and expertise can support organisations in achieving their diversity goals more effectively and addressing complex challenges. They can undertake tasks such as comprehensive assessments of current practices, identify areas for improvement, and develop tailored strategies to enhance DE&I efforts.
Many organisations have successfully partnered with DE&I consultants to achieve significant progress. For example, consultants have helped companies implement bias mitigation strategies, develop inclusive hiring practices, and create supportive workplace cultures.
When choosing a DE&I consultant, it is important to consider their track record, expertise, and approach. Organisations should look for consultants who align with their values and can provide actionable recommendations.
Conclusion
In conclusion, the critical role that DE&I initiatives play in fostering a positive and inclusive workplace culture cannot be understated.
Demonstrable commitment from leadership, better measurement of DE&I initiatives, clear communication and working with DE&I experts are just some of the ways to drive meaningful change and enhance organisational performance.
By integrating these practices, organisations can create a more supportive and engaging work environment, ultimately leading to improved employee satisfaction and retention.
For more information on how best to improve your hiring processes and practices, check out FAIRER Consulting’s DE&I training for a range of tools to help your organisation drive success with diversity.
About this author
Beth Waite, Head of HR Shared Services & DEI
Beth joined Hays as a Recruitment Consultant in 1998, before moving into the world of training and development in 2001, which was the start of a varied career in People & Culture. Since 2014, Beth has led on Diversity Equity & Inclusion initiatives that impact employees and the culture of the organisation and which work towards ensuring an inclusive working environment, so that people from different backgrounds can succeed.