Diversity metrics are not a new topic for most HR professionals. Common measures typically include staffing, customer-facing, and turnover rates for diverse populations, and serve as point-in-time indicators of progress towards operational targets.
However, many organizations struggle to calculate the business impact of diversity, from estimating the return on investments in diversity programs, enhancing employment branding propositions, and delivering on customer-centric business models.
Strategic challenges to building the “next generation” of diversity metrics include:
1. Articulating how a diversity strategy is tied to business outcomes
2. Translating diversity objectives into measurable statements
3. Selecting the most appropriate level of detail, from workforce scorecards to hypothesis-driven analytics
4. Incorporating measures of primary (gender, ethnicity, etc) and secondary (work experiences, learning styles, etc) diversity dimensions
For example, it is important to understand how the reporting of diversity metrics, covering the tracking and monitoring of progress towards diversity goals, differs from workforce analytics, a process for exploring root causes or calculating the ROI of diversity.
Operational roadblocks include explaining effectively what is and is not being measured, addressing reasonable concerns about sharing sensitive personal data, and establishing targets.
As such, in this webinar, Infohrm’s Nicholas Garbis will outline:
1. How leading organizations are overcoming both strategic and operational challenges to the effective measurement of diversity
2. New metrics being employed to improve how HR ties diversity to organizational objectives
3. A framework for identifying the trade-offs between diversity reporting and analytics
4. Business-driven questions that your diversity leaders should be seeking to answer
Recertification Credit Hours Awarded: 1.0 General