Properly tracking Diversity and Inclusion in the workplace can be a tricky thing to do if you don’t know exactly what to look for. Intangible items such as bias and perspectives are particularly difficult to document, but there are a few key ways to assess how your Diversity and Inclusion strategy is doing.

  • Retention levels
    The first thing to look out for is the business’ retention levels and strategy. Is your business operating at an optimum performance or are you spending time recruiting and training most of the time? Identifying low retention levels will indicate that there’s an issue within the organization and strategy that needs to be further examined.
  • Diversity metrics
    Are your diversity metrics uniform across all departments within your organization? Items to keep in mind are gender, race, backgrounds, and any other factors at a team level.
  • Perpetual bias
    The most difficult one to track, but not impossible. Bias in the workplace such as wage gaps, gender gaps, and preference over a certain skill set, personality, etc. will help determine whether a department isn’t doing as well as it should be.

As mentioned in a previous article, diversity, and inclusion plays a very big role in whether or not a business can successfully recruit and retain employees in a cost-effective manner. By providing a solid D&I strategy, a business minimizes its risk of being unable to scale and in some cases, shut down before it reaches its full potential.

Through a robust tracking software that analyzes the aforementioned topics as just a few of many items that need to be looked at, you’ll be able to develop and maintain a strong reputation management system.

Reputation management is an essential part of a successful business due to its ability to:

  • Track and market reputation
  • Optimize SEO accordingly
  • Manage online reviews
  • Market through social media and invest itself heavily into social listening
  • Manage and nurture customer relationships
  • Manage employer branding ad-hoc

So how are reputation and employee retention correlated with each other? According to a study done by LIGS University, organizations that build strong reputation are 10 times more likely to attract the best talents and 20 times able to retain them than organization that is slack with their corporate reputation.

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