According to a Syndio Workplace Equity Trends Report, over 90 % of companies have some form of DEI goals, but most don’t have concrete plans to achieve them. A CIPD UK employer survey finds 1 in 4 employers with a DEI strategy does not evaluate its effectiveness.
Without a DEI Theory of Change to connect activities to outcomes, organisations that DO measure something, often focus on measuring what is easiest – inputs – rather than outcomes that reflect real impact. For example, a survey by Salary.com shows that while DEI progress is reportedly a measurable objective for leadership in more than a third of US organisations, DEI success is indeed measured largely by inputs:
– 31.5% by number of ‘diverse’ employees
– 12.5% by number of DEI initiatives
– 16.2% by participation in DEI initiatives/programmes
– 2.7% by sourcing of ‘diverse’ candidates
– 2.3% by size of budgets
While these may be useful indicators, all bar ‘diverse employees’ are inputs which tell us nothing about the actual outcomes for and experiences of marginalised groups, or whether change is occurring. Measuring inputs without considering outcomes can give organisations a false sense of progress. We might have a huge DEI budget but if most of it is spent on marketing – is this a measure of real success? We might measure 100 % participation in a DEI training programme – but what if the outcome of that programme is confusion and apathy? Measuring success by inputs risks giving a false sense of progress 𝐚𝐧𝐝 mask deeper issues marginalised groups face, diverting attention away from the structural reforms that are essential for creating equitable environments.
𝐈𝐧𝐬𝐭𝐞𝐚𝐝, 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐬𝐡𝐨𝐮𝐥𝐝 𝐟𝐨𝐜𝐮𝐬 𝐨𝐧 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬 𝐭𝐡𝐚𝐭 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 💡
Examples of high level outcomes we might measure instead, include tracking whether;
– Marginalised employees experience higher rates of promotion than before
– Pay gaps are narrowing
– Retention rates are improving for Marginalised employees
These are outcome-based measures that reflect real change in the system, rather than simply tracking activities.
Does this sound familiar? Here is how to pivot: 𝐓𝐡𝐞 𝐁𝐄𝐒𝐓 𝐰𝐚𝐲 𝐭𝐨 𝐝𝐞𝐯𝐞𝐥𝐨𝐩 𝐨𝐮𝐭𝐜𝐨𝐦𝐞 𝐛𝐚𝐬𝐞𝐝 𝐦𝐞𝐚𝐬𝐮𝐫𝐞𝐬 𝐢𝐬 𝐭𝐨 𝐠𝐞𝐭 𝐲𝐨𝐮𝐫 𝐓𝐡𝐞𝐨𝐫𝐲 𝐨𝐟 𝐂𝐡𝐚𝐧𝐠𝐞 𝐟𝐨𝐫 𝐃𝐄𝐈 𝐢𝐧 𝐩𝐥𝐚𝐜𝐞.
We lay out how to go about developing a useful Theory of Change for DEI in our White Paper – and we also lay out our own Fearless Futures Theory of Change for DEI which you can take and use wholesale or build upon. Download our White Paper to learn more.
