How can you measure the effectiveness of your onboarding process for diversity and inclusion?

1 Define your D&I goals

Before you can measure your onboarding process for D&I, you need to define what D&I means for your organization and what outcomes you want to achieve. For example, do you want to increase the representation of underrepresented groups, improve the retention and engagement of diverse employees, or create a more inclusive culture and climate? Once you have your D&I goals, you can align them with your onboarding objectives and design your onboarding activities accordingly.

2 Collect feedback from new hires

One of the best ways to measure your onboarding process for D&I is to collect feedback from new hires throughout their onboarding journey. You can use surveys, interviews, focus groups, or other methods to ask new hires about their experiences, expectations, challenges, and suggestions. You can also ask them to rate their satisfaction, engagement, belonging, and learning on a scale. This will help you identify the strengths and weaknesses of your onboarding process for D&I and make adjustments as needed.

3 Track key metrics and indicators

Another way to measure your onboarding process for D&I is to track key metrics and indicators that reflect your D&I goals and objectives. For example, you can track the diversity of your new hires, the retention and turnover rates of diverse employees, the performance and productivity of diverse teams, or the engagement and satisfaction of diverse employees. You can also track the participation and completion rates of your onboarding activities, the quality and frequency of feedback and support, or the alignment and clarity of roles and expectations.

4 Benchmark against best practices

A third way to measure your onboarding process for D&I is to benchmark against best practices and standards in your industry or sector. You can use external sources, such as reports, studies, awards, or ratings, to compare your onboarding process for D&I with other organizations or peers. You can also use internal sources, such as historical data, employee reviews, or organizational assessments, to compare your onboarding process for D&I with your own past performance or goals. This will help you identify the gaps and opportunities for improvement in your onboarding process for D&I.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?