WE ROAR Magazine issue 04 - Magazine - Page 37
Example Metrics to Track:
1.Diversity Ratios
Rate of existence of members from different
races, genders and ethnic backgrounds within
the organization at the various levels.
2.Employee Satisfaction Scores
Employee satisfaction measurement is a
comparable approach conducted on a regular
time schedule to measure the employee’s
feeling.
3.Turnover Rates
Documenting the instances of voluntary and
involuntary separation of employees in each
demographic group from the organization.
In a Nutshell
The media sensationalism in DEI efforts has
both positive and negative effects on its real
progress. Providing the companies with the
effective DEI practices appropriate for their core
values can enable real change without tying the
efforts to the media focus. Corporate leaders
need to ensure that DEI is espoused and
practiced within their companies as a brand
image enhancer and to make substantial strides
towards diversity, equity, and inclusion.
To sum up, media will spark public awareness
that creates individual initiatives and action in
DEI issues within organizations. However, it is
the internal organizations’ sustained efforts and
how the commitment is executed that will bring
the change within DEI landscapes. They should
have the desire to effect practices of DEI that
are in line with the values and goals of the
organization and not what is trending in the
media. This way, it does only improve their
reputation but as well assist in achieving
effective change within diversity, equity, and
inclusion.
Anticipated Future Trends
There’s probably going to be dramatic coverage
by the media concerning this issue due to the
most recent developments. Nevertheless, with
the
improved management of such factors by
organizations , its likely that a more systematic
and data-based approach to DEI will emerge.
The media space curse will make organizations
concentrate on the longer picture, evidencebased organizations and DEI strategies rather
than the short
