Measuring diversity isn't just about numbers...
It's about spotting the bias cracks in your hiring pipeline.

Thoughtful measurement matters!
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#dei #accontability #informedecisions

Many organizations currently focus their DEI approach on collective accountability, but that doesn’t produce real results on DEI outcomes. HR should hold leaders accountable, using a DEI approach that leads to consequential accountability.  The consequential accountability approach includes utilizing data for more equitable talent decisions, customized approaches to enable leader execution of DEI goals, and requiring and tracking progress from every leader in the organization.

#dei #accountability #informedecisions

Research by Gartner (link in the 1st comment) shows that 51% of DEI leaders say their top challenge is business leaders failing to take ownership for driving DEI outcomes. One of Gartner’s key recommendations for organizations is to foster consequential accountability. 

Gartner defines consequential accountability as a framework within HR practices that ties the success or failure of diversity, equity, and inclusion (DEI) initiatives directly to the job performance evaluations of leaders within an organization. 

This approach ensures that senior leaders make meaningful progress against their DEI goals, which is essential for their career progression within the organization. 

The concept aims to motivate leaders to prioritize and effectively integrate DEI objectives into their regular business operations and decision-making processes.

eLink to Gartner's research: https://www.gartner.com/en/newsroom/press-releases/1-24-2023-gartner-hr-survey-identifies-top-five-challenges-facing-dei-leaders#:~:text=Establish%20DEI%20Accountability

#dei #accountability #informedecisions