Track and analyze key diversity, equity, and inclusion metrics across the organization, focusing on workforce representation, inclusion indicators, and hiring practices to support building an equitable and inclusive workplace.
Report Objective
Monitor and evaluate progress toward diversity and inclusion goals through comprehensive analysis of workforce demographics, employee sentiment, and hiring practices. This quarterly assessment helps identify trends, gaps, and opportunities to enhance DEI initiatives and create a more inclusive workplace culture.
Workforce Representation Trends
Analyze demographic composition across departments and levels
Questions to Consider:
How are gender and ethnic diversity ratios trending across different departments?
Where are the largest gaps in representation?
Which departments show the most progress or need additional focus?
Are certain departments showing consistent improvement in gender diversity?
Which departments need focused initiatives to improve representation?
How do department-specific ratios compare to industry benchmarks?
Which departments are leading in ethnic diversity?
Where are the largest gaps in ethnic representation?
How do these numbers compare to our strategic goals?
Employee Inclusion & Belonging
Track employee sentiment and engagement metrics
Questions to Consider:
How are belonging scores trending over time?
What is the survey participation rate and its implications?
Are there significant variations in sentiment across different groups?
What factors are driving changes in belonging scores?
Are there specific initiatives correlating with score improvements?
How do scores compare to industry benchmarks?
What strategies have been effective in increasing participation?
Are certain groups under-represented in survey responses?
How can we maintain and improve participation rates?
Hiring Funnel Diversity
Evaluate diversity in recruitment and hiring processes
Questions to Consider:
How effective are our diverse candidate sourcing efforts?
What is the conversion rate for diverse candidates through the hiring funnel?
Are there specific roles or departments showing better diverse hiring success?
How effective is our diverse candidate sourcing?
Where are the biggest drop-offs in the hiring funnel?
What hiring practices are most successful for diverse candidates?