At my company we track 3 key diversity metrics, Women in Leadership, People of Color at all Levels in the Organization, and People of Color in Leadership. We currently only have 4 employee bands, one for individual contributors and 3 for leaders. Our leader diversity metric calculations include these 3 leader bands. It ranges from our executive suite as well as our lowest level front line managers. We are currently moving to a new HCM and introducing a new job structure so will have to make some updates to our calculations and thought this may be a good time to take a look at our overall diversity metrics. Would love to know what others are measuring in this space and what kind of calculations they use. Anyone that is willing to share this information or that could connect on this would be appreciated. Questions: 1. What are the key diversity metrics you track (such as our 3 above) 2. If you do segment diversity metrics by leader and not just the entire population, how do you define a leader? Level in the organization, has or does not have direct reports, some other method?
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HR Director in Transportation10 months ago
a) We also look at diversity metrics from an employee experience standpoint - such as tenure, age group, gender etc.,b) Leader wise segmentation we also do based on the N based hierarchy such N-1, N-2 etc.,
2- We have 14 bands, so to categorize things we do it in 3 leaders categories: Director and Above (Leaders of Leaders); Executive Managers (Leaders reporting to the CEO), People Leaders (Any person having employees reporting to them).