Organizations that have committed to making progress on DEI goals know the importance of metrics and KPIs, but even the most committed to tracking metrics often struggle to identify the right ones. While tracking demographic data is important, there are a variety of other metrics organizations can focus on that shed light on DEI outcomes (disambiguated by demographic). To ensure that organizations make tangible and lasting progress on DEI goals, the author recommends three actions to take with regards to tracking metrics. First, recognize the importance of outcome metrics beyond demographics. Next, for each category that you choose to measure, develop a theory of change to identify tailored proxy metrics. Finally, to ensure that these findings result in lasting outcomes, create a plan in advance for using that data to follow up and take action.

Workplace inclusion is not a static, one-off act of service. It’s an ever-evolving experience that requires the contribution of every employee — regardless of their level of seniority in the organization — to make each other feel included. To foster inclusion around you, form and regularly practice these seven inclusive behaviors until they become habitual and automatic. Starting with these small actions can enable you to transform the level of inclusivity in your team.

Originally presented at Agile Lean Ireland.

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