7 Metrics to Measure Your Organization’s DEI Progress | Harvard Business Review

Leadership & Culture

As pointed out in my one-page summary on 2023 talent priorities according to seven sources, diversity, equity, and inclusion (DEI) remains a top priority for many organizations. But to make meaningful progress in DEI, organizations must not only prioritize it but also implement impactful practices that enable DEI. This new article explores DEI progress through the lens of meritocracy—where decisions about promotions, salaries, and other rewards are based on objective criteria. It uses seven key metrics—spanning the entire employee life cycle—to be most helpful in assessing progress towards a true meritocracy. The seven metric categories are: 1) attrition, 2) performance, 3) promotions, 4) leadership pipeline, 5) employment pipeline, 6) pay equity, and 7) inclusion. Across these categories, metrics can be identified, measured, and reported to show progress in DEI and to establish accountability. For example, in the United States, Walmart shares promotion rates by race and gender in its annual Culture, Diversity, Equity, & Inclusion report. To supplement this HBR article, I am resharing this 61-page report by World Economic Forum, which identifies five success factors common across DEI efforts. It includes practices from eight companies (e.g., EY, Limak, PwC, Randstad, Schneider Electric, Shiseido, Tata Steel, and Walmart) on advancing DEI in their organizations.