Accountability & Measurement

Meaningful ways to measure diversity

Set goals. Collect data. Monitor your progress. It’s time to treat diversity and inclusion the same way as you treat the other important areas in your business.

Prepare for success

We’ve created guidelines to help set your organisation up to embrace diversity and inclusion starting with setting and monitoring real targets.

Set clear objectives

It’s easy for organisations to talk about embracing diversity and inclusiveness. But doing something to cultivate a diverse workforce is another matter. Making real progress relies on establishing clear and measurable objectives.

Identify success metrics

It will be important to identify key performance indicators and link them to diversity and inclusion initiatives. Involving others in this process can encourage stronger buy-in across your organisation and help achieve your goals more effectively too.

Measure your progress

The real key to achieving those goals is measurement. This means regularly assessing and reporting your organisation’s progress against your set targets. It will not only ensure transparency and accountability, it will also enable your organisation to adapt those targets when necessary and keep moving towards a more inclusive and diverse workplace.

Fact

Measuring D&I metrics is also critical to ensure D&I strategies are actually having an impact

Singh, 2021

Template

Staff Survey Template

An annual survey is a valuable starting point for measuring your organisation’s progress in terms of diversity and inclusion.

Guideline

Developing KPIs

This guide can be used to help your team or organisation develop KPIs related to specific Diversity and Inclusion (D&I) initiatives that are being implemented in the organisation, and can also aid in the development of specific D&I initiatives.

Guideline

How to Evaluate KPIs

Evaluating KPI implementation is important because it underpins the continuous improvement of business processes and strategies, leading to better performance, competitive advantage, and organisational success.

Guideline

Dealing with Reluctance

The following guide offers some key points for managers on motivating employees and fostering a readiness for change.

Guideline

Diversity and Inclusion Barriers: Defence Force Veterans

Use this guide to be able to identify common barriers for Defence Force veterans and address them by implementing Diversity and Inclusion (D&I) initiatives.

Guideline

Diversity and Inclusion Barriers: Neurodiversity

Use this guide to be able to identify common barriers for neurodiverse people and address them by implementing Diversity and Inclusion (D&I) initiatives.

Guideline

Diversity and Inclusion Barriers: Multicultural Communities

Use this guide to be able to identify common barriers for multicultural communities and address them by implementing Diversity and Inclusion (D&I) initiatives.

Guideline

Diversity and Inclusion Barriers: Women

Use this guide to be able to identify common barriers for women and address them by implementing Diversity and Inclusion (D&I) initiatives.

Guideline

Diversity and Inclusion Barriers: Aboriginal and Torres Strait Islander

Use this guide to be able to identify common barriers for Aboriginal and Torres Strait Islander peoples and address them by implementing Diversity and Inclusion (D&I) initiatives.

Guideline

Identifying and Addressing Barriers

Use this guide to be able to identify and address common barriers to implementing Diversity and Inclusion (D&I).

Guideline

Using Data to Inform Decision Making

Collecting diversity and inclusion data contributes to a more equitable and inclusive work environment positioning the organisation for greater success in an increasingly diverse global marketplace.