Illoominus’s research featured in MIT Sloan Management Review

Read an excerpt below:

If business leaders hope to move the needle on diversity, equity, and inclusion (DEI), it’s critical that they put measurements in place to track progress and hold managers accountable for results, something that few organizations are currently doing effectively.

Indeed, the more than 2,200 executives who have signed the CEO Action for Diversity & Inclusion pledge have committed to driving “measurable action,” but recognizing that something should be measured is not the same as knowing how to measure it. And for many organizations, a lack of understanding of precisely what metrics to collect, how to do so, and how to interpret the data is a common stumbling block in their DEI efforts, contributing to underwhelming returns on their diversity investments.

Read the full article here. Within the article, we discuss:

▪️ Pitfalls to avoid when developing DEI goals and measuring progress
▪️ Importance of tracking representation across job type, position, and hierarchy
▪️ When benchmarking DEI across geographies, understand local context
▪️ Create intersectional dimensions to have a more holistic view of representation
▪️ Measure progress across the entire employee journey and leverage existing data from various HR systems that often don’t talk to each other

If you’d like to learn more about how Illoominus empowers companies to understand progress around inclusion, schedule a demo here.