Let me set the scene.
Diversity is now a conversation that is happening at the executive level. Active discussions are taking place around what diversity really means for a business and how to advocate (and how not to virtue-signal) for one another. Processes have been implemented that will help everyone become much more aware of how diversity has a part to play when interviewing, selecting candidates and even when sending that final offer.
You feel that the hard work is done, but in reality, it has only just started.
Retaining your staff, and supporting their growth is actually a huge part of the job for the People function. No longer can any of us ignore this fundamental part of a person’s career journey.
So how do you ensure that you are retaining staff once the motion for building a more diverse workforce is in full swing?
Businesses and Leaders Should Work on Accountability Through Measurements and Set Metrics
The only way to keep ourselves accountable is by measuring our success and failures through data. Now this is no easy task, but again, to undo decades, even centuries of biases and attitudes around fair hiring practices and the topic of diversity, it’s time to start the process of proactively tracking metrics.
Now, before we get into how to start recording these metrics, it should be noted that this will not only be a manual task. Working on accountability through raw data can bring up uncomfortable emotions as you will be asking yourselves the hard, yet necessary questions you should be asking line managers. Questions include, how do I judge people? What prejudices am I holding on to that may be seeping into the reviews process? What are we actively trying to achieve here? What questions am I scared to ask that may reveal my own biases, but may be critical to the growth and understanding of staff who may be a minority within the business?
Once you accept that you will have to do your own research, and that you may not have all the answers - even if you are from the same minority background as others within your team - you are already a step ahead, and are becoming much more prepared for the next step of actively tracking progress around diversity.
Implement Diversity Reporting Mechanisms that Help Track Progress and Identify Areas Needing Improvement.
So how do we do this?
First, it is important to recognise that the reports produced will not be static. They will have to evolve with the business’s diversity goals and challenges. I won’t name a bunch of reporting tools you can use (a glance at Google tells me there are many), but what I will say is this - the right tool is the one that is flexible, compatible with the working styles of the environment and one that has the ability to be updated regularly as and when needed with minimum stress. This can be as simple as Google Sheets, it can be much more comprehensive as a software tool that considers the specifics of tracking ‘people’ metrics.
Next, you need to consider who will be supporting you in collating this information. Hiring managers, line managers and execs will likely be involved. It is best to create a guiding document for what metrics you are tracking, how often and where to place the data as it is the responsibility of the collective, not just the one person.
This ongoing analysis can highlight not only areas needing improvement but also success stories that can be scaled across the business.
Learn from Successful Models such as Gender Diversity Reporting and Apply Similar Principles to Racial Diversity Initiatives.
Gender diversity reporting has seen significant traction over the past decade – and this is great! These efforts have shown that structured reporting and accountability can lead to measurable progress and are not just a box to tick on your diversity tracking checklist.
Racial diversity initiatives can benefit from adopting similar principles that have driven the success we have witnessed with gender diversity reporting.
Some key elements to consider:
Set clear, actionable goals for what you want to achieve – this provides a concrete focus for diversity initiatives. Communicate these goals with everyone. You may be surprised how this might spark new ideas and opportunities within the wider team if everyone knows what the intended results are.
Emphasis on intersectionality. Gender diversity initiatives that recognize the unique experiences of women from diverse backgrounds, the LGBTQIA+ community, and women with disabilities have been more effective in creating an inclusive environment. These communities should not be forgotten as there are nuances – it’s not just our social responsibility, but also makes good business sense. Listening to and amplifying everyone’s voice, tracking and nurturing these communities within a business takes time as trust does need to be built, however, the long-term results will speak for itself.
Reporting - do be completely honest with reporting and with yourself. This is part of holding yourself accountable. Do not be disheartened if you do not achieve these goals, instead openly communicate what has been accomplished and what more can be done next time. You will be surprised to see how the team steps up to support in working towards the desired result.
A Constant, Continual and Honest Assessment will Help Drive Change.
An honest assessment begins with looking at the data, however, we want to actually make meaningful change, not just pay lip-service. Listening to the voices of employees, especially those from underrepresented groups, to understand their lived experiences within the organisation is critical. It is also important not to rewrite their experiences just to make others feel comfortable. Plus, regular feedback loops, such as employee surveys and focus groups, can provide valuable insights into how inclusive the workplace truly feels.
Continual assessment also means being willing to acknowledge setbacks. Not every initiative will succeed, and not every goal will be met on the first try. The key is to learn from these experiences, pivot when necessary, and keep pushing forward. Success in diversity and inclusion comes from resilience and a long-term commitment to making incremental, real improvements over time.
Driving diversity within a business is not a quick fix but a continuous journey of accountability, measurement, and genuine care for different experiences other than your own. Leadership plays a pivotal role in this transformation, ensuring that diversity goals are not just set but actively pursued and achieved. Real progress requires transparency, adaptability, and a willingness to confront challenges head-on. Through sustained efforts and a relentless focus on improvement, businesses can create an environment where everyone can thrive and keep diversity at the forefront of the ‘people’ agenda.
By Lisa Leid, Head of Communications and PR
