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Eight key aspects to measure Equality, Diversity, and Inclusion within your organisation

When assessing Equality, Diversity, and Inclusion (EDI) within your workplace, there are several key aspects that can be measured to gauge progress and identify areas for improvement.


Here are EIGHT important aspects to consider:


  1. Representation: Measure the diversity of your workforce across various dimensions, such as race, ethnicity, gender, age, disability, and other relevant characteristics. This involves tracking the demographic composition of employees at different levels and departments within your organisation.


  1. Pay Equity: Evaluate and analyse compensation structures to ensure that there are no significant pay gaps based on gender, race, or other protected characteristics. Assessing pay equity helps identify any disparities and enables corrective action to be taken.


  1. Employee Satisfaction and Engagement: Conduct surveys and gather feedback from employees to gauge their perception of the workplace climate, inclusivity, and opportunities for advancement. Understanding employee satisfaction and engagement levels can provide insights into the effectiveness of your EDI initiatives.


  1. Talent Acquisition and Retention: Monitor the diversity of your applicant pool, interviewees, and new hires to ensure that there is equal access to employment opportunities. Additionally, track retention rates among diverse employees to assess whether your organisation is creating an inclusive environment that fosters long-term engagement.


  1. Career Development and Advancement: Evaluate the representation of diverse employees in leadership positions and track the progression of individuals from underrepresented groups within your organisation. Assess whether there are equal opportunities for career development, promotions, and access to leadership roles.


  1. Training and Development: Measure the participation and impact of diversity and inclusion training programs within your organisation. Assess the level of awareness and understanding of EDI topics among employees and evaluate the effectiveness of these initiatives in creating a more inclusive workplace culture.


  1. Supplier and Vendor Diversity: Consider the diversity of your supply chain and vendor partnerships. Measure the extent to which you engage with diverse suppliers and vendors, promoting economic opportunities for underrepresented businesses.


  1. Employee Resource Groups (ERGs): Assess the presence and effectiveness of ERGs or affinity groups within your organisation. Measure their impact in supporting and empowering employees from diverse backgrounds and fostering a sense of community.


Please note these aspects are not exhaustive, and you may choose to measure additional factors based on your specific context and goals.


However, by regularly monitoring and evaluating these aspects, you’ll be able to identify gaps, set targets, and implement strategies that promote a more inclusive and equitable workplace.




Struggling to measure EDI when it comes to your contingent workforce and interested in finding out more? Check out our post, How can having an MSP help further your EDI agenda? Alternatively, fill out our contact form below and one of the team will get back to you.