Our HR organization has specialists instead of generalist. I was recently promoted to Employee Relations Manager. The company is working on developing metrics and I was asked to come up with three to five. Employee Relations is also responsible for the Affirmative Action Plan, Diversity Plan, and Diversity Council.
I have some basic metrics like how many cases we handle, how many corrective actions are issued, and then breaking things into types of issues. I do not have anything on the Diversity side.
I am looking for any suggestions on metrics for the Diversity piece and other Employee Relations metrics. I am also curious if there are any Benchmarks for Employee Relations. I know the goals for Diversity.
Any ideas would be appreciated.
Just thinking out loud a bit, here are a few ideas that may either work as suggested or may give you some similar/adjacent ideas for comparable measurements.
First, we can consider whether we want to focus on quantitative metrics (these are our pure-numbers metrics that measure things like headcount, percentages, ratios, etc), whether we want to look at qualitative metrics (these are our quality based metrics that may rely on surveys of employees, managers, customers, clients, etc.), or both.
For diversity metrics, the most basic quantitative metrics may simply look at the number and/or percentage of individuals who have identified (or who we have reasonably identified) as members of a diversity demographic (age, gender, persons with disabilities, veterans, or any other minority group we're hoping to better represent in the organization).
We can then take these metrics to the next level by looking at some of our other strategic metrics for the organization as a whole -- then seeing how those metrics compare and contrast to our diversity demographics. For example, say we have measured turnover and retention for the organization as a whole. We may also want to look at turnover and retention for our diversity demographics, then compare the two. Are members of our diversity demographics leaving the organization at a higher rate? Are they leaving after fewer years? If we find we have higher turnover rates among individuals with disabilities, does this signal a problem with accommodations? Have diversity programs and initiatives reduced turnover among these demographics from one year to the next?
For qualitative metrics, we may measure the effectiveness of our various diversity programs and initiatives (or the need for additional programs, training, etc.) This may involve surveying all employees, all new hires, all employees during exit interviews, all managerial staff, etc. -- or it may involve surveying outside sources such as clients and customers.
For employee relations metrics, you may find something useful among the following ideas:
Finally, I also found an on-demand webinar on HRLaws that you may find helpful: Maturing Your Diversity & Inclusion Metrics: Measure What Matters.
Thank you very much. This is a great jumping off point. I appreciate the information provided and will look at the webinar.