{"id":56176,"date":"2021-09-28T18:18:55","date_gmt":"2021-09-28T16:18:55","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=56176"},"modified":"2024-12-19T15:41:40","modified_gmt":"2024-12-19T13:41:40","slug":"diversity-metrics","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/diversity-metrics\/","title":{"rendered":"How to Use Diversity Metrics to Create a Truly Inclusive Workplace"},"content":{"rendered":"

DE&I is about more than just changing your mission statement. In this article, we address how organizations can track their progress toward DE&I goals using diversity metrics.<\/p>\n

How do you know if something works if you can\u2019t see the outcome? Metrics play a key role in helping HR professionals make more informed decisions about their workforce.<\/strong> And diversity metrics can help to improve DEI practices.<\/p>\n

Diversity, Equity, and Inclusion (DEI) programs are often put into place in an attempt to reduce unconscious bias and workplace discrimination. However, according to the Harvard Business Review, the majority of diversity and inclusion programs are ineffective<\/a>.\u00a0 In order to make DEI initiatives worthwhile,<\/strong> HR managers are using diversity metrics to target problems and get feedback.<\/p>\n

So, how does HR make sure that they are on the path to reduce bias? Keep reading to find out.<\/p>\n