How do you measure diversity and inclusion maturity?

1 Define your D&I vision and goals

The first step to measure D&I maturity is to define what D&I means for your organization and what you want to achieve with it. This will help you align your D&I strategy with your business objectives, values, and mission, and communicate your D&I vision and goals to your stakeholders. You can use frameworks such as the Global Diversity and Inclusion Benchmarks (GDIB) or the Diversity and Inclusion Maturity Model (DIMM) to guide you in defining your D&I vision and goals, and to understand the different dimensions and levels of D&I maturity.

2 Collect and analyze D&I data

The next step is to collect and analyze data that reflects your D&I status and progress. This can include quantitative data, such as demographics, retention, promotion, pay equity, engagement, and performance indicators, as well as qualitative data, such as feedback, surveys, interviews, focus groups, and observations. You can use tools such as the Diversity and Inclusion Survey (DIS) or the Inclusive Culture Assessment (ICA) to gather and analyze D&I data, and to generate reports and dashboards that highlight your D&I strengths, weaknesses, opportunities, and threats.

3 Compare and benchmark your D&I results

The third step is to compare and benchmark your D&I results against your own targets, industry standards, best practices, and peer organizations. This will help you evaluate your D&I maturity level, identify areas for improvement, and recognize areas of excellence. You can use resources such as the Diversity Best Practices Inclusion Index, the Human Rights Campaign Corporate Equality Index, or the Gender Equality Index to compare and benchmark your D&I results, and to learn from the best practices and recommendations of leading D&I organizations.

4 Implement and monitor D&I actions

The fourth step is to implement and monitor actions that will enhance your D&I maturity and outcomes. This can include developing and revising D&I policies, programs, and practices, providing D&I training and education, creating D&I committees and networks, fostering D&I leadership and accountability, and promoting D&I communication and recognition. You can use methods such as the Plan-Do-Check-Act cycle, the SMART criteria, or the Balanced Scorecard to implement and monitor D&I actions, and to measure their impact and effectiveness.

5 Review and adjust your D&I strategy

The fifth step is to review and adjust your D&I strategy based on your D&I measurement results, feedback, and learning. This will help you ensure that your D&I strategy is relevant, responsive, and resilient to the changing needs and expectations of your organization and stakeholders. You can use tools such as the SWOT analysis, the PESTEL analysis, or the Scenario Planning to review and adjust your D&I strategy, and to anticipate and prepare for the future challenges and opportunities of D&I.

6 Celebrate and share your D&I achievements

The sixth and final step is to celebrate and share your D&I achievements with your organization and stakeholders. This will help you recognize and reward your D&I efforts and successes, motivate and inspire your D&I champions and allies, and showcase your D&I brand and reputation. You can use platforms such as the DiversityInc Top 50 Companies for Diversity, the Forbes Best Employers for Diversity, or the Diversity Awards to celebrate and share your D&I achievements, and to join the global community of D&I leaders and innovators.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?