{ "media_type": "text", "post_content": "Other than a % of URM in total or in a hired class, what metric should we be using to measure the “health” or “success” of racial/ethnic diversity in large organizations?", "post_id": "5e45f90138ded5002a72bafa", "reply_count": 5, "vote_count": 2, "bowl_id": "5a61465686d4c300180e0562", "bowl_name": "Org Development & Human Capital" }

Other than a % of URM in total or in a hired class, what metric should we be using to measure the “health” or “success” of racial/ethnic diversity in large organizations?

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I would think beyond hiring and look across the employee lifecycle. How are diverse groups being developed (could look at learning metrics, program attendance, mentorship program participation, etc.). You can look at engagement outcomes and deep dive into comments by group. You can also look at promotion rates and exit rates. Hope this helps!

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super helpful, thank you. I think there’s huge value in looking at repeat promotions, because it tells you they stayed even after they were promoted...and they were supported for promotion at two levels. However, someone recently pointed out to me that they think URM’s are more likely to be promoted specifically because of these stats so it might not be a good measure of a true systematic change. Anyone have thoughts? Also, really like the idea of looking at mentor ship stats. I like the qualitative ideas in here, I just know they don’t land as well with my leadership.

*cringe* Health and success are just that... are folks able to navigate the career path at the organization? Do they have clear lines of communication with their peers? Is there encouragement of work life balance? URMs are people. Please think of them as such first. The % hired is a joke if they’re not set up for success. (Like every employee should be.) Hopping off my soapbox.

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OP, the disconnect between our posts highlights the problem. My point was that you can measure success in URM recruiting and hiring based on the very same metrics you use for all people. You could set up pulse surveys and measure things like access to leadership, ability to communicate, and more. Then analyze a correlation to career progress within your sample size. Do I even consult? You didn’t take a moment to consider that I wasn’t offended — I was frustrated that we don’t *seem to* consider URMs the same as everyone else at some firms. (Including mine.) If my post felt like just whining to you, shame on me. If you think that a fishbowl post is you leading on this issue and solutioning... a consultant like you can figure out the rest of the statement. Have a great week, bro.

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