How are your companies tracking diversity and what categories do you use? How do you define a term like leaders? Is it anyone with direct reports, a certain level in the organization, etc.?
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HR Managera year ago
Thank you for your response! Some of our DEI goals include increasing POC in leadership/all levels and increasing women in leadership. If you're able to share, I want to get an idea of what DEI targets others are trying to achieve.
Due to our job architecture changes, we have to define leader more specifically for measurement of our DEI goals. We're curious if others are defining leader as Director level+, People managers (anyone with direct reports).
Director of HR in Manufacturinga year ago
We leverage our HRIS system to track diversity. We define our leader in terms of how we have designed our job grade tiers and have a pyramid of sorts on each "level" (ex: job grade x-x individual contributor, JG x-x people leader (with direct reports)) and we have our own internal tiers created. Look at your lower-level role diversity metrics as a leading indicator of potential future "leader" diversity. If you have good internal mobility this can help you get ahead of diversity stats early.
Use Surveys and Feedback Mechanisms is the simplest ways to measure the effectiveness of DEI initiatives is to ask employees for feedback. Track Employee Retention Rates, Track Diversity Metrics, Look at Business Outcomes, Partner with DEI Experts.
I define the term leader is the role of a leader is to coach, guide, and inspire others. They motivate teams through challenging times and guide individuals through their career progressions. A leader manages individuals to keep teams aligned and working toward shared goals. They foster a collaborative culture and lead by example.
A manager with a direct report does not necessary mean that person is a leader.