Decoding DEI: Metrics To Measure To Hire More Inclusively

 

Building a truly inclusive organisation isn't just a goal. It's a game changer. But how do you measure progress? How do you know what's working, what's not, and when it's time to shake things up?

 

If you’re overwhelmed when it comes to understanding the effectiveness of your diversity, equity and inclusion (DEI) efforts, or knowing where to start — you’re not alone. This guide is intended to help steer you in the right direction.

 

We've distilled our insights from working with over 7,000 companies to help you set up actionable goals and drive real impact — wherever you’re starting from.

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Hear from the experts inside...

DICE on being intentional

“When you’re being intentional, it’s not going to be fair. Diversity, equity and inclusion is not about being fair.

Equity is about meeting people where they’re at. It’s about looking at data. Understanding which groups need help. Which groups need accelerator programmes, Which groups need more attention from leadership. And then providing that support to them. Which is why you sometime have to be targeted and intentional.”

Zoe Collins, DEI Partner at DICE

DEI success at CharlieHR

When HR-tech platform Charlie HR surpassed their 50/50 gender split target across the business, they decided to shift their DEI strategy. Rather than focus on hiring more women, they pivoted to supporting and retaining their female talent.

With the goal of levelling up the representation of women in leadership, the business developed a robust progression framework and clear internal communications and support to help with the promotion of female talent.

The result? 80% of their management team is now women.

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