Speaker 1: The topic for today's video is how to use metrics to support a DEI program that works. And if you think that an increase in individuals from historically underrepresented groups in your organization is a good enough metric to measure the success of your DEI initiative, then this video will tell you what might be missing. Let's get started. I'll see you on the other side. Before we begin, make sure you subscribe to my channel and hit the notifications bell so that you don't miss any videos in the future. All right, so I will talk about metrics in terms of diversity recruiting rather than DEI as a whole. What I am observing within organizations is that many of their metrics are focused specifically around representation. If they have met representation goals, they may say that their diversity recruiting program is a success. But I wanna see workplaces that go above and beyond when measuring. Yes, it is completely okay to track representation. Let me be clear on that. And if you are increasing representation among specific groups, that's great. But also, we still need to ask, are we moving the needle in the right direction overall? Not just with who we are hiring. You can increase representation among specific populations and still have a non-inclusive or bias-filled hiring process. Here's how that can happen. Some organizations are actually overcompensating to source and attract more people from historically underrepresented groups to apply to their positions. They have to attract more and more people because so many people are falling out of their hiring process. So they are still able to increase diversity and increase representation because they keep investing more and more into attracting more people to apply. Is that making sense to you? It's like saying, I'm gonna turn a blind eye to the number of candidates who do not make it through the interview process. And I don't even care why, because we're just gonna go out and find more and more candidates. And if that has been your workplace philosophy, then your hiring process still needs work. And even though many organizations are not saying it so directly, the outcome is still the same, that great candidates from historically underrepresented groups are leaking out of the hiring process due to bias and they're turning a blind eye to it. So my point here is to go above and beyond just thinking about metrics as asking, have we increased representation? To also saying, are we moving the needle in the right direction too? Do we also have an inclusive hiring process too? By the way, is your organization using artificial intelligence as a diversity recruiting tool? If that is the case, or if you're thinking about implementing AI, then I recommend that you also watch my other video from a speaking engagement where I discuss two challenges AI may face when it comes to diversity. Check the description for that video called How Artificial Intelligence Can Fail Diversity. So the bottom line is this, when you're thinking about your metrics, look at your data to see what is actually happening in your hiring process. What are your pass-through rates looking like? Who is getting ahead and who is getting left behind? How does it compare to those who are already overrepresented in your organization? Look at those numbers to see whether you truly have an inclusive hiring process or whether you're just overcompensating in some of the areas and you happen, and you just happen to still be increasing diversity overall. DEI recruiting is not just about increasing the headcount among those from historically underrepresented groups. It is about equity in the hiring process too along the way. Moving the needle in the right direction is creating equity in the hiring process. Remember that. I want you to tell me something. Is your organization already looking at equity in the hiring process or has the focus solely been on increasing the headcount from a historically underrepresented perspective? Let's talk about it in the comment section below. Now, we also have a free downloadable checklist for leaders called the Platinum Checklist for Hiring Professionals. The checklist goes through 10 immediate actions leaders must stop doing to increase diversity. This checklist has helped many organizations create an effective diversity recruiting program. You can download your free copy from the link in the description below. I hope you enjoyed this video on understanding the metrics for diversity and inclusion that you should be tracking. I'm Jen Tardy, your diversity recruiting coach, and I will see you in the next video. ♪♪