What's your process for tracking diversity goals in recruiting?

1 Define your diversity goals

Before you start tracking your diversity goals, you need to define what diversity means for your organization and how it aligns with your mission, vision, and values. You also need to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for each dimension of diversity, such as gender, race, ethnicity, age, disability, sexual orientation, and so on. For example, you might aim to increase the representation of women in leadership roles by 10% in the next year, or to hire at least 20% of candidates from underrepresented groups in each department.

2 Measure your diversity metrics

Once you have defined your diversity goals, it's essential to measure your progress and performance using relevant metrics and indicators. Surveys, assessments, applicant tracking systems (ATS), human resource information systems (HRIS), and dashboards are some of the tools and methods you can use to collect and store your diversity data. Common metrics to track include the percentage of candidates from different diversity groups who apply for open positions, the percentage of those candidates hired, the percentage of employees from different diversity groups who stay with your organization for a certain period of time, and the percentage of employees from different diversity groups who are promoted to higher levels of responsibility and authority.

3 Analyze your diversity data

Tracking your diversity metrics is essential, but you must also analyze your data to identify gaps, trends, and patterns that influence your diversity outcomes. Descriptive statistics, inferential statistics, correlation analysis, regression analysis, and data visualization are all useful techniques and tools for this purpose. You should ask yourself questions such as: how does your diversity of applicants compare to your diversity of hires? Are there discrepancies or biases in the selection process? How does your diversity of hires compare to your diversity of retention? Are there factors or challenges that affect the engagement and satisfaction of diverse employees? How does your diversity of retention compare to your diversity of promotion? Are there any barriers or opportunities for the career development and advancement of diverse employees? And lastly, how does your diversity performance compare to your goals? Are you on track to achieving the desired results? If not, why not?

4 Improve your diversity practices

The final step in tracking your diversity goals is to use your data and analysis to improve your diversity practices and strategies. Utilizing methods and frameworks such as the Plan-Do-Check-Act (PDCA) cycle, the SMART criteria, and the Kirkpatrick model can help you implement and evaluate your improvement actions. These actions may include reviewing and revising policies and procedures to ensure fairness, providing training and coaching to recruiters, managers, and employees on diversity awareness, sensitivity, and skills, developing and supporting diversity networks within your organization and community, as well as celebrating and rewarding diversity achievements. It is essential to remember that tracking your diversity goals in recruiting is an ongoing process that needs commitment, collaboration, and communication. By utilizing these four steps, you can guarantee that your recruiting efforts accurately reflect and support your diversity vision and values.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?