KPIs That Provide a Universal Measurement for Gender & Diversity
You can’t manage what you can’t measure; currently, there is no universal standard for measuring diversity in organizations.
Improving diversity in the workforce begins with accurate measurement of results, not efforts. We are promoting using three Key Performance Indicators(KPIs) to focus attention on pay and representation in the all-important talent pipeline of an organization
The KPIs provide a baseline for monitoring progress over time and for highlighting areas of concern.
The right measurements are critical. The GDKA KPIs measure gender and underrepresented groups where applicable (e.g., race and ethnicity in the US). These three high-level measurements provide an overview of the diversity in your workforce:
Percentage of representation on an organization’s board
Percentage of representation by employment category
The ratio of compensation by employee category (e.g., equal pay for equal work)
Benefits of Supporting the KPIs
Improving diversity in your organization:
These KPIs focus on the critical talent pipeline. They measure results, not efforts.
Demonstrate commitment to diversity
Adopting the KPIs shows a good-faith effort to understand diversity in your organization, which is an important step toward making real, demonstrable change. It shows you are working toward progress, and this is an important message for your employees, consumers, and regulators.
Understanding your data
Using the KPIs as an internal measurement tool enables companies to see where pipeline issues exist so they can address those issues. If disclosure is required by regulators or investors, understanding your data will also help inform your response.