It is essential to establish benchmarks and measurement strategies for the diversity initiative up front. Once these are in place, the task of measuring progress becomes easier. The climate study will, of course, be a major source of information; however other objective measurements may be included:
- A review of policies and practices within the organization
- Employee turnover
- Recruitment numbers
- Promotions within the organization
- Polls completed by managers concentrating on specific areas of concern
- Response and use of current programs such as: flextime, work/life policies, etc.
It is also possible to use more subjective criteria as measurements when the measurements have been pre-determined and agreed upon. These may include but are not limited to those listed below:
- More effective team work
- Improved efficiency
- Fewer conflict situations
- More positive employee attitudes
CMC along with your staff will discuss and determine the appropriate areas that should be targeted for tracking.
Because organizational values and culture are slow to change, it is important to measure the progress that is being made very closely. Only then can future programs be justified in management time and dollars spent.
Periodically, CMC along with your staff can develop a short questionnaire to be used with focus groups to determine movement and/or progress in specifically identified areas.
