Diversity and Inclusion will only become more preeminent as your company grows. New hires, changes in leadership, and increasing attention from investors will make diversity and management a priority. Here are some ways to keep track of your progress as your company expands:
Diversity goals don't necessary mean hard targets or quotas. Rather, goal-setting entails sitting down with your team to a) identify groups (gender, race, background) underrepresented or under-included within your organization in the first place and b) setting holistic goals for the short-term (ex. next hires) and long term (5-year targets). As you plan out your next milestones, be sure to consider the role of diverse members on your board — this is where woman/BIPOC is least represented at the table.
CEV recommends the "Rooney Rule," which entails the inclusion of at least two candidates from underrepresented groups in the hiring pool for any given role.
[How to Set Diversity Goals](<https://www.fastcompany.com/90333635/5-things-youre-getting-wrong-in-setting-diversity-goals>)
[Setting and Achieving Diversity Targets](<https://www.diversitybestpractices.com/sites/diversitybestpractices.com/files/attachments/2017/09/goal_setting_report_.pdf>)
This includes demographic data on different processes, like hiring, promotion, and managing attrition, as well as comprehensive, 360 degree surveys. This quantitative and qualitative data is critical to understanding organizational health and areas for improvement.
For instance, it can help identify things like problematic drop-offs in recruiting pipelines, or key predictors for dissatisfaction and turnover. Identifying pain points is key to effective intervention and improvement.
Repeat surveys on a regular basis to track performance over the desired timeline.
[Meaningful Metrics for DEI](<https://cultureplusconsulting.com/2018/10/16/meaning-metrics-for-diversity-and-inclusion/>)
[BCG's Five Primary Metrics](<https://www.bcg.com/en-us/capabilities/diversity-inclusion/tracking-measuring-diversity>)
[DEI Metrics Continued (From "Remote DEI Collective")](<https://www.remotedei.org/strategies/dei-metrics>)
Sharing data can help establish benchmarks and standards for diversity metrics, allowing companies to understand relative performance. Publishing data publicly also provides accountability for companies and their D&I initiatives. Highly diverse teams may want to share their data for PR purposes or brand-building.