Know Before You Go: DEI Scorecards

Know Before You Go: DEI Scorecards

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Scorecards are great for measuring progress towards achieving Diversity, Equity, and Inclusion (DEI) goals. The intentions and specifics behind DEI scorecards can vary from organization to organization; however, they are highly customizable and appropriate for any business seeking to improve their levels of DEI integration

While DEI scorecards are incredibly important, they can be tough to implement for any DEI team. Consider the following questions as you begin creating your very own scorecards for your company or organization:

what are DEI scorecards?

Though their individual metrics and objectives can differ, DEI scorecards all feature several common motifs. Some examples include the number of employees who have undergone bias training, how many minority candidates a company strongly considers for employment, and the number of marginalized employees at an organization.

DEI scorecards provide a concrete, data-based approach to DEI integration. They ensure that companies meet a standard based on how best to support marginalized employees. Scorecards are grounded in measurable statistics that can signal a need for improvement. They can also indicate the level of proliferation of DEI enhancements throughout business units. Diversity scorecards are an excellent way track and measure DEI integration efforts and address lapses when and where they occur.

who do DEI scorecards benefit?

DEI scorecards can benefit everyone at your company or organization! However, DEI scorecards primarily benefit minority employees; their metrics often emphasize equal treatment of all employees regardless of their identity. They offer companies a structured method of making sure that marginalized employees are not facing inequality or discrimination. 

While DEI scorecards are so useful because they mitigate inequality and center the needs of minority employees, they can also reach employees who are part of majority groups. Scorecards can inform training priorities for all employee groups while emphasizing a top-down approach to DEI integration. Scorecards account for all aspects of diversity; they support employees with minority identities, and they offer opportunities for other employees to learn how best to create an inclusive environment for their coworkers.

are DEI scorecards universal or dynamic?

Depending on a company’s industry, client base, and many other factors, the reasons for promoting diversity can differ significantly. However, there is no doubt that DEI integration can benefit all companies; about 15 percent of companies report that they diversify because they feel it aligns with their morals, while another 58 percent prioritize diversity because it is a business imperative.

While primary motivations for implementing diversity measures can differ from organization to organization, DEI scorecards are highly malleable and allow for fluidity in how a company chooses to center their diversity-led initiatives. For example, a company that views morality as the primary motivator for DEI integration might center metrics around achieving parity within hiring rates or surveys that measure employee satisfaction with DEI efforts. On the other hand, a company whose primary concern for DEI integration lies in business concerns might focus on measuring profits resulting from DEI communications campaigns. Regardless of why a company wants to improve or maintain its DEI efforts, scorecards are likely a highly effective resource, and their flexibility and adaptability are crucial in their value.

how do I create a DEI scorecard?

Employee benefits are usually not fodder for water-cooler talk. Honestly, it’s pretty hush-hush. But

While DEI scorecards are highly adaptable, they all require a few critical components for their success. 

  1. First, and arguably most important, understand who is underrepresented in your company. This requires clear and accurate insight into the diverse identities that make up your organization. It will also provide a strong foundation for further DEI efforts that will depend on the company’s needs. 
  2. Next, decide why your company wants to improve DEI efforts. Having the answer will help narrow down which metrics will be most valuable in your scorecard. 
  3. Finally, create metrics tailored to your organization and meaningful measures to implement and maintain diversity efforts. 

After ensuring that your scorecard follows these general guidelines, the rest depends on your company’s needs. Though it may take some time and effort to determine what metrics would be most appropriate for your company’s scorecard, the benefits of diversity scorecards as a tool for ensuring a diverse workforce cannot be overstated, and your company will benefit significantly from their use. Ideascape can help you navigate scorecard creation, steering you away from common pitfalls, allowing you to create shared ownership, and –most importantly– ensuring shared accountability.

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